Keeping employees motivated is a challenge that all managers face at the best of times, and as we shift into a post-pandemic world, this challenge has never been greater.
As New Zealand opens its borders to the rest of the world, managers are posed with a new challenge – how to retain talent when the temptation to move overseas is very real.
Since 2020, employees have adapted to the work-from-home culture, embracing the work-life balance it provides. In addition, many have questioned their employment and shifted their priorities.
Auckland’s University of Technology’s Wellbeing at Work study found those considering leaving their jobs grew from 34.7% to 46.4% in 2021. Factors such as dissatisfaction with career options, a need for flexibility, lack of workplace support and redefining career goals were listed among the reasons.
Transformation in the workforce has never been more prevalent nor so necessary. So how do you ensure you are offering an appealing and attractive work environment or role to retain good talent?
Here are my top tips for fighting the Great Resignation and retaining talent.
1. Embrace employee development and secondment opportunities
Younger employees may be looking to travel and have new experiences as the world’s borders open. Employers should consider harnessing their employees’ want for career development and travel. Secondments – where employees are temporarily contracted to a client company to offer their expertise – increase innovation, holistic knowledge, improve retention and combat fatigue. By embracing the employee development that secondments offer, businesses can improve their relationship with employees. Secondments can take place in different NZ cities or close by in countries such as Australia to help scratch employees’ travel itch.
2. Invest in your managers
Research has shown that managers are sometimes the number one reason why employees resign. We advise ensuring that you employ managers that care about their employees and believe in their potential. For new managers, hire people with the management skills that your business needs. For current managers, consider providing them with proper training to fix any current behavioural issues and encourage meaningful career focused conversations between managers and employees.
3. Prioritise workplace flexibility
In this post-pandemic work, it’s important to embrace the pandemic culture shift by offering a flexible and hybrid working model for your employees. Be upfront with your employees and ask them what working model works best for them. Each employee will often have their own preference based on their personal situation. Offering real flexibility – where employees can choose their working model - can improve work-life balance and staff mental health.
4. Supply resources that enable employee inclusivity and growth
Acknowledging that staff need to be able to grow and complete their role is key when it comes to a hybrid working model. Employees need to feel empowered to utilise the resources and information you provide. Investing in resources such as communication and video platforms, online team building events, and web-based file distribution and collaborative software will help in your efforts to engage staff. Using these software tools, your dispersed team will have the proper communication tools at their disposal to facilitate valuable team conversations. Employees will also feel supported to perform to their potential.
While the ‘Great Resignation’ can be worrying for businesses, these tips can provide employees the opportunities and flexibility they are craving and remedy their need to look elsewhere.
