The pandemic has caused some noticeable adverse effects on our lives. Last month, the New York Times reported that over 5 million people worldwide had died from COVID-19. This was only the number of confirmed deaths. The actual total is probably much higher.
However, the massive health problems caused by COVID-19 have masked some less noticeable concerns. One of the most significant issues has been the growing number of people leaving their jobs.
Back in March, SHRM projected that there would be a “turnover tsunami” once the pandemic came to an end. This projection turned out to be accurate. Employers all over the country reported massive worker shortages during the fall. In October, 4.2 million employees quit their jobs.
Problems caused by turnover are not likely to go away anytime soon. As a business owner, you will need to prepare for the continuing problems caused by the pandemic. This includes finding ways to address employee turnover risks.
You can do a lot to keep your employees from leaving. It is a good idea to consult with a company like TalentKeepers. However, you should also implement policies on your own.
Some ways to help boost employee retention are listed below.
Make employee wellness a greater priority.
Many people have speculated that the vast majority of people refraining from reentering the workforce have done so because of low wages. However, surveys have shown that is not the case. Only 11% of employees have said that they don’t intend to return to work because they can earn more from unemployment.
Over 33% of people have said they don’t want to go back to the workforce because they are still worried about contracting COVID-19. This figure indicates that many employees are not confident that employers are doing enough to protect their health and well-being. This concern probably extends far beyond COVID-19 itself. They are also worried about contracting other diseases and succumbing to stress-related health problems at work.
You will need to do everything possible to ensure the health of your employees is a top priority. You will have to think about various health risks they face. For example, you might need to institute social distancing guidelines again during flu season. It would help if you also thought about addressing employee mental health concerns.
Maintain open lines of communication with your employees.
There is a significant misconception that most people quit their jobs because they don’t get paid enough. However, years of actual research has shown that higher pay is not one of the best motivators to boost employee satisfaction.
You need to make sure all of your employees understand how much you appreciate them. To do this, you would have to maintain a dialogue with them. You have to ask them what their biggest concerns are. This will help you get some more insights into their perspectives. In addition, you will learn what steps you should take to help keep them happy.
Some experts suggest that you approach this from a re-recruiting perspective. You should use the same approach that you use to hire your employees to help keep them on board.
Do whatever you can to offer more flexible schedules.
There are many concerns that employees rose long before the pandemic struck. Many people were frustrated that they were not given enough flexibility with their schedules. Some employers were already taking steps to address these concerns. They will need to make flexibility an even greater priority.
This will be even more important as the pandemic comes to an end. Countless employees have stated that they are unhappy with employers who work excessive hours and offer limited paid leave.
You are going to want to start offering more flexible schedules. This can go a long way towards building a rapport with your employees and keeping them satisfied.
Offer remote working opportunities strategically and equitably.
Remote work has become a lot more common as a result of the pandemic. Many employees were initially hesitant to embrace remote working. However, they have discovered that they appreciate remote working.
Last month, a palled by Gallup found that nearly 50% of employees would be willing to take a pay cut if it meant that they could work from home. So you should seriously consider expanding your remote working opportunities.
Make sure that remote working opportunities are as accessible as possible. You also don’t want to be unfair and how you offer them. Restrictions should be based on work obligations and other necessities rather than preferential treatment.