How To Halt Great Resignation Wave? - Shield

Could Technology Halt the Great Resignation Wave?

Introduction I have over 15 years of experience in the HR field. I have worked for many small and midsize companies in my whole career and even ran my own HR consulting practices. Currently, I am working as the HR head at Shield. As I work for a tech company, I’ve been wondering if tech can halt the Great Resignation wave.

An estimated one in four employees quit their jobs in 2021. That’s an astonishing number. This massive exodus caught most people off-guard, except Professor Anthony Klotz at Texas A&M University. Resignations are his specialty and he predicted this.

Why Women Quit More Offten Than Men?

The reasons are quite clear. The pay gap has been holding steady (in the USA) at around 84% for the last 20 years. With men typically earning more, women often give up their jobs to assume primary responsibility for the child – and eldercare.

When employers began demanding that people find childcare “or else,” employees responded by exiting stage left. the number of women in the workplace is currently at a rate so low that we haven’t seen these numbers for 30 years.

Pandemic is the reason?

Essentially everyone on the planet didn’t see this coming. During the first months of the pandemic, our focus was on keeping the business stable. I think that at some point we lost touch with the market and didn’t realize the pandemic caused people to let go of old perceptions and adopt new ones. An estimated 3.7 million people were expected to quit in 2020 but hung on given the unfolding uncertainty of the pandemic

how "pandemic epiphany” has shifted our ideology around work?

A surprising number of employees who began working from home embraced the remote culture and do not want to return to the office. Another study identified the key reasons why people quit their jobs since the pandemic began. The top reasons are all related to flexibility and knowing you’re worth. here are a few ideas on how to slow down the Great Resignation: Flexibility isn’t limited to working from home or not.

Succession planning is a big deal. People want to move up.

Not burning bridges is an old-school theme that may be more relevant today than ever before.

We also need to nip stigma in the bud

E-communication to identify women's feeling

The employer’s optics around a percentage of women employed falls sharply (50%) and exacerbates the challenges of finding a replacement. HR is going to struggle to find another woman (particularly a woman of color) to fill that vacancy. Here’s another opportunity for a tech-enabled solution: analyze the e-Communications amongst workers to establish how the employees who identify as women are feeling, what’s been said to them, and what they are saying to each other.

Conclusion

Businesses – HR leaders in particular – need to find ways to halt the Great Resignation. Our collective losses as individuals and as organizations are impossible to tally. HR talent, ironically, is now the most difficult talent to replace because HR is burnt out trying to manage the complexities of health, wellness, and employment in the pandemic. Not to mention overrun with the increasing practice of ghosting by new hires. Anywhere that we can embrace technology or training behooves us. Something to think about….

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