How to avoid a disappointing job switch in the Great Resignation

By Bernard Coleman—Inc. 3 minute Read

There’s numerous dialog across the “Great Resignation” as employers are shedding expertise to different corporations that boast greater pay, cool perks, versatile work, sign-on incentives, {and professional} progress alternatives. It’s an fascinating phenomena, however we don’t communicate sufficient to the opposite aspect of the coin, one thing known as the “Great Regret” or the “Big Mistake”—the place an worker leaves one firm for an additional believing the grass to be greener, and it seems to be, in truth, worse than the place they left.

Early in my profession, I had a Great Regret second, again in 2008, the place I left a job for extra money and what appeared to be an incredible alternative. From day considered one of my new job, I instantly had destructive, early indicators about what was to return. It was a horrible six months in a job punctuated with a tradition of excessive turnover, low morale, scandals, and poisonous management. I deeply regretted my resolution to go away my prior firm the place I used to be valued, had nice leaders, fantastic colleagues, and a constructive setting, and I really loved my work.

Companies can keep away from the Great Regret altogether by being proactive and always making certain the tradition is perfect.

There’s a saying that one of the best offense is an effective protection. And that protection is specializing in the basics of what makes a unprecedented setting and reminds workers why they keep or joined within the first place.

Nailing the basics

The key to an everlasting tradition is getting the worker journey proper. Many folks depart corporations for a similar few causes: a foul supervisor, extra money, and larger alternative. It’s essential to not lose sight of your values.

Fundamentally, the values, together with the folks and product, are what introduced folks in within the first place, so double down on what makes your worker worth proposition stand out.


Everyone is aware of there’s a conflict for expertise, and recruiters in all places are scrambling to seek out new expertise. Recruiters needn’t look too far–they need to have a look at former staff. It doesn’t damage to level out to former staff what they left behind by reminding them of how fantastic the expertise was and is.

Consider constructing out an alumni program to achieve former expertise. Communicate the most recent information, and share cultural moments and all the nice issues they’re lacking. The grass is commonly not greener, and former expertise would possibly simply want a nudge to think about coming again. I did after my Great Regret second, and, fortunately, after these chaotic six months, I used to be in a position to boomerang again to my former firm, returning to my staff and a brand new function. Moreover, I got here again with extra loyalty and appreciation.

Diagnose why they could wish to depart

Lots of people could also be getting a number of solicitations from recruiters each day. It feels good to be wished, and whereas these overtures could really feel good, your people could also be leaving the job for the flawed causes. As a company, diagnose all components of the worker journey—attracting, recruiting, hiring, onboarding, selling, creating, and retaining expertise—to find out weak spot within the expertise.

Many organizations overpromise and underdeliver on what the expertise is likely to be. HR people want to actually dive into worker survey data and attempt to get an actual sign on why folks is likely to be considering leaping ship. Moreover, think about asking expertise why they wish to depart or performing keep interviews to assist interact workers and hopefully keep away from undesirable departures.

People searching for alignment and function

There are numerous elements driving the Great Resignation, however some persons are searching for alignment and function. There’s extra intentionality by expertise, and many of us are craving for larger influence. The expertise market expects extra of corporations and calls for that these organizations have a constructive social imprint. People are even keen to take a pay lower to seek out success of their function and maybe even their legacy on the earth. If your group can fulfill this want of function, a Great Regret second may be averted.

When the Great Resignation started to occur in early 2021, many employers had been caught flatfooted in response. However, all of us ought to have seen the precursory indicators–the gig economic system. The gig economic system that preceded the Great Resignation supplied expertise the liberty of when and how you can work and the power to be their very own boss, to a level. When I labored at Uber, anytime I acquired in an Uber, I’d at all times ask the motive force what their expertise was, and resoundingly the No. 1 reply was the liberty to work after they wished–people liked the pliability and autonomy. I feel most individuals need choices to reside and work as they need.

Bernard Coleman is the pinnacle of Employee Engagement at Gusto the place he leads the Employee Engagement staff which encompasses our variety, fairness and inclusion, worker relations, and folks integrity/governance/compliance capabilities.

This article was initially revealed on Inc., and is reprinted right here with permission.

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