The Great Resignation, far from abating, hit historic levels in March as a record 4.5 Americans quit their job while employers posted a record 11.5 million job openings.
“A gap between the number of job openings and of people unemployed but seeking work has persisted since last spring. In February, there were 1.79 job openings for every unemployed person, according to Labor Department data,” reported the Wall Street Journal.
For almost a year now Americans have channeled their inner Johnny Paycheck, telling employers to “Take This Job and Shove It” as more than 4 million workers a month since June 2021 have voluntarily left their jobs.
“The pandemic-era trend known as the “Great Resignation” remains a prominent feature of the labor market, as favorable conditions lead workers to quit their jobs at near-record levels in search of better (and ample) opportunities,” reported CNBC.
Businesses might want to toss the “if it ain’t broke, don’t fix it” mentality into the dustbin when it comes to your employees and how they feel about their jobs.
Why? Because waiting until an employee departs – which is happening in record numbers during the current “Great Resignation” – leaves companies conducting exit interviews, which can lead to valuable insight but are delivered too late to retain the talent.
Instead, employers can conduct “stay interviews” with current employees, which can improve employee retention and stave off unwanted exit interviews.
When it comes to employee burnout, the numbers speak for themselves, with 86 percent of U.S. employers saying that mental health, stress, and burnout are a priority in 2022.
Despite COVID-19 vaccines shipping around the country, 2021 will start with many employees working remotely as pandemic cases and hospitalizations continue to rise.
As the calendar turns in 2021, however, there is hope that American businesses can enter a post pandemic phase and employers are envisioning what “new normal” working conditions will look like.
While business has been undergoing a change towards digitization for years now, the COVID-19 pandemic forced a rapid transition for many companies to a workforce that can connect, collaborate, and perform their roles remotely for an extended period of time.
Mental health is just as important as physical health. Yet, every day, millions of employees suffer with some form of mental challenges without getting the help they so desperately need. Lack of mental health care can lead to a variety of negative consequences; some of them even fatal. At least some of the responsibility for mental health lies on the shoulders of employers. It’s not hard to support employees’ mental health, but many employers don’t know the first place to start. Here are some ideas to support your employees’ mental health.
There are many exciting new HR trends coming in 2019 in the areas of recruitment, benefits, training and acquisition. Take a look at what’s coming so your company can get leverage all the new tools and techniques that are on the rise.
HR departments must constantly adapt to new requirements from both internal and external sources. Unexpected factors like new regulations from the White House and additional workplace responsibilities commonly disrupt HR departments. These disruptors can influence HR’s trajectory for the rest of the year.
Many of today's executives, managers and employees continually check their phone or personal laptop for work-related emails when they should be spending time relaxing with their family. Consider this 2016 survey from Deloitte that revealed that Americans collectively check their phones 8 billion times per day, which comes out to an average of 46 checks per day for each American.
