Is the great resignation really happening, or is it going to happen soon? Is it just a story or a myth? It sounds like a story I have heard, where a management consultant repeatedly deceives an executive into thinking that 50% of their employees are about to resign. Behind this fear, the consultant sells their equipment / services claiming that it will solve all the problems of the executive branch. Then, when the rate of harassment increased, the executive clearly realized that the management consultant was crying wolves.
It took a long time to identify management consultants for the HR industry who were “wolves!” I can see why. Following and following the flow and recommendations of management articles is incredibly worrying, especially if you don’t have the slightest habit of criticizing the source, where you ask:
- Who is the source?
- What is the purpose of this writing?
- Have a clear or hidden message?
- Can you verify the authenticity?
- Do they make money, if so, how?
We know the work of source criticism – school children are now trained in source criticism at the age of seven so that they do not have to be the victims of excitement for commercial gain. In recent articles on ‘The Great Resurrection’, this 7-year-old tried and tested approach, especially this one from Gallup, we can see the misleading title.
The incident is there. Gallup’s 2021 study found that %% of employees are looking for a job or looking for opportunities versus 46%. However, this does not mean that there will be a great resignation, or that there is great dissatisfaction across the board.
An alternative conclusion might be that the world has been upside down for almost 2 years, but American employers were able to maintain almost the same busyness at this time. A different, less ‘scary’ article would assume that there is such a reason Positive The finding (only a 2% reduction in such disruptions) is that most employers have walked the extra mile to support their employees at this dangerous time. We think the main point of this article should be highlighting that this is an example of a school book on how you can build loyalty – not through strategy or branding but through action. Per. Single. Days.
Does this mean that we do not think that attrition is a key area of understanding and mitigation? Of course not. It’s the opposite – we think it’s one of the most important areas of understanding for any individual department and executives. Therefore, we cannot be blunt and rely on ClickByte, which is written to sell tools, services or traffic.
It can be time consuming (and somewhat annoying for some people) to understand some things deeply instead of being on the surface of many things. But to make the right business decision, we have to work hard and stay on par. Looking back at the past of panic in the industry, and with some quiet thought, you may think that you already know as an HR professional: Focus is based on engagement, and understanding the triggers around getting out of the mass will let you work harder HR for the better for your people And your business. We need to understand and then implement the results of our own company. Per. Single. Days.
It’s not so much a hidden mystery that building a culture that attracts and retains the right talent (where there’s a culture add-on) isn’t something that you focus on a single quarter when you see instability in your attrition numbers, or when management Counselors are screaming wolves – this is something you focus on every day. This way you avoid a mass resignation, and instead create an organizational culture where your talent wants to stay and perform.
Disco, the real source of information on our People Analytics platform Spotify. We rely on the knowledge of our employees. This is what helps us avoid HR in transactions. It keeps our whole organization intentional and strategic. It serves as a springboard for everyday work that shapes our culture.
Just “Great resignation here!” Don’t listen to its screams. Instead, acknowledge that the cry is coming no matter what the information says. Have a detailed conversation around the fact that 2021 looks like 2019. Then focus on understanding the real trends from your people and your business.