Tips on how to retain your workforce despite ‘the great resignation’

There are ways to keep your workforce despite this survey by ELMO Software, whose poll data is linked to the latest Australian Bureau of Statistics, finding 31 per cent of workers plan to quit their current job this year.

Almost a fifth say this will do so without having another job lined up. But employers and managers can try and prevent it.

Samantha Young, Managing Director of Human Pathology, urges employers to:

1. get the culture right (it eats strategy for breakfast) and create meaning and purpose;
   
2. offer genuine work flexibility and role crafting;
   
3. empower holistic wellbeing and recognise burnout early;
   
4. offer professional and personal development opportunities to foster deliberate self-innovation;
   
5. conduct “stay interviews” and provide small morale boosts frequently. Look for ways to provide rewards to say thank you for being part of the team;
   
6. create safety at work including managing the spread of COVID in the workplace and psychological safety;
   
7. train managers to lead hybrid teams effectively.

It’s a lengthy list but try and introduce at least some of it to keep your workers.

Workloads today

In Melbourne, while filming the first episodes of our NINE Network TV series The Best 30 Years, a village manager reminded DCM Group CEO Chris Baynes of his first newsletter editorial 17 years ago where he discussed the pay rate of $65,000 for village managers being inadequate then.

The village manager pointed out that not only is the regulatory world far different and more complex now, but the Government is also auditing and enforcing regulations. While not divulging their pay scale, the fact is that village managers average wage remains at $80,000 nationally. That is a $15,000 increase in 17 years.

Another discussion when considering retention.