Building your talent retention plan during the Great Resignation
Organizations continue to ask, “Why are our employees quitting without jobs lined up? Are they crazy?” This is what I tell them.
Many of you know, I have a small addiction to Panera Bread. Always good food and always a table available with great internet. The Pandemic has changed my Panera experience for the better.
- Prior to 2020, I stood in line to order a large, iced tea. I’d walk past the self-service kiosk and signs that tried to introduce me to the Panera online ordering app. I would waste my time ordering the “old fashioned way” because it felt comfortable.
- In 2020, to get my beloved Iced Tea, I had to order on the online ordering app and have it delivered to my car. It really was simple, and I gained more value for my time.
- Now in 2021, the old-fashioned cashier line is open, but I don’t use it. I know the online app is faster and I can sit at a table to start working before it will let me know when my food is ready.
- Never Going Back. Why would I go back to the “old way” that is consistently slower and doesn’t value my time? And if the app has technical issues, I can use different apps from Chick-fil A or Corner Bakery to get my breakfast!
So how does this relate to the Turnover Tsunami spreading across Corporate America:
- Prior to 2020, millions of American’s were frustrated with their long commutes, annoyed with office politics, and uncomfortable in their corporate cultures. Office based employees did not frequently jump to open remote roles that were available, because it was too easy to “just stay”.
- In 2020, ALL employees instantly became remote workers. Immediately, this forced action enabled millions to experience employment without a long commute, the annoying office politics, and a much more comfortable corporate environment. And they blew away their annual goals! They spoke with neighbors experiencing the same bliss.
- Now in 2021, “old school” companies are mandating office time, reintroducing long commutes and poor office environments. But employees now know that a great job that values their time is possible.
- Never Going Back. The balance has shifted. It is deemed better to be unemployed and applying for a job worth having, than being employed to an old job that isn’t worth it anymore. Employees have been introduced to a choice, and they are taking it.
Employee Retention Plan 2021:
2021 should focus on options that drive the best results. Notice, I didn’t say…that makes everyone satisfied. What are the options that drive the best results?
- Listen to the Individual. What are their needs? What do they value? This isn’t making policies by department or by employee segment. This is building an individual plan for each employee. Some will go back to the office, some will not, and some will hybrid. The real question…where can they drive the best results?
- Evaluate based on Results. If an individual exceeds expectations and soars above their metrics, allow them to work however and wherever they choose. Or you can hire an “average” employee to replace them, but “at least I will know they come to the office.” Focus on the results of the individual to support their individual plan. And if they aren’t driving results, it may be time to change their individual plan.
- Keep Listening. This is an evolving market with new trends every day. It is important to continue to gather information to ensure your instincts remain correct. If you catch yourself saying, “this makes no sense, why in the world..?”, it means you need to be asking more questions and learning from your team.
At Panera, the shelf to pick up pre-ordered food is constantly being stocked. Eliminating that option will result in a major loss in revenue. In Corporate America, a remote option is here to stay. And employees will hopefully find a remote option with your company, and not just with your competitors.