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Tips to Retain Your Employees in the Era of Great Resignation
Employees are changing jobs at an all-time high. Workforces are also contracting.
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CIO Applications | Thursday, February 17, 2022

Allowing work-from-anywhere is the go-to for enhanced workplace flexibility for workers who are not required to be onsite
Fremont, CA: Employees are changing jobs at an all-time high. Workforces are also contracting. These events have combined to create an environment in which business and HR leaders must play catch-up. While the roar of the "war for talent" has been heard for decades and tightening talent markets have been experiencing it in bits and pieces, today's labor market, irrespective of business type or location, now has more job openings than available workers. These market pressures are creating a previously unseen sense of urgency around talent.
Organizations should not be faulted for using money to respond to the urgency of open positions. Employees are required by businesses. However, the availability of money as a solution will reach a tipping point at some point in time. Leaders will need to plan for the future as well as react in the present. Here are three things one can do to increase retention in one's organization.
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• Ensuring Pay Equity: Many employers hope that their employees do not discuss their pay with one another. But let's face it: they share this information with each other, and someone is bound to be disappointed. When one employee earns significantly more than another for the same work, turnover is a significant risk. If one is paying more for incoming talent, be sure to respect the talent one already has by making sure their pay is commensurate with their expertise and tenure with the company.
• Increasing Workplace Flexibility: It is too early to tell how much of the workforce will settle into long-term hybrid work, but there's no doubt that hybrid on a large scale is here to stay. Allowing work-from-anywhere is the go-to for enhanced workplace flexibility for workers who are not required to be onsite. Increasing flexibility for workers whose jobs require them to be onsite becomes more difficult and frequently necessitates mindset and policy shifts. Organizations have tried some unusual approaches, such as shortening vacation as well as benefit vesting periods, incorporating work conditioning into new employee orientation, and shifting to 10- or even 12-hour shifts, resulting in more days off.
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