Ugh. When Will the Great Resignation End?
What in the heck is ever going to counter the Great Resignation?!
Can we come up with a $25K counteroffer? Pretty sure that's a no. Can we go up against a decision to backpack Europe or write a book? Yea, not so much. Can we do a bit better in shoring up our internal game so that our processes, culture, or manager effectiveness isn't driving people out? YES!
3 STRATEGIES TO COUNTER RESIGNATIONS
First thing, consider this a brief overview. I have way deeper content/context on these strategies (plus there are actually 4), but we'd need an hour for me to talk you through them.
1. Energize – Infusing energy into a workday, project, or team can help counter the mundane routine that often causes disengagement.
Think about encouraging managers to raise the energy in their interactions, whether through an upbeat disposition, a genuine smile, or injecting variety into meetings to get their teams off autopilot. HR can help leaders by equipping them with fresh 1:1 conversation starters that create a more engaging relationship between manager and employee. (Need a list of questions? I’ve got one—just contact me and I’ll send it to you.)
2. Systemize – A team’s mental capacity gets drained when there’s a lack of clarity or confusing processes. Constant interruptions and inefficient systems only increase frustration and burnout.
Where can you, as an HR leader, help managers create better processes and systems where they’re currently lacking? By reducing the cognitive load employees face in trying to navigate unclear procedures, you free up their brainpower for meaningful work. This leads to better productivity, which, in turn, boosts engagement.
3. Appreciate – A small but genuine act of appreciation can reignite enthusiasm and motivation—and it makes employees feel valued, which can be a key factor in retention.
Help managers move beyond stale, repetitive compliments like “good job” by encouraging specific, meaningful recognition. Are they consistently showing appreciation for their team's contributions? A fresh approach to recognition can make a significant impact.
WHAT THIS MEANS FOR HR DIRECTORS
Can you single-handedly ward off every future resignation? No. But, knowing you have some tools beyond a counter-offer and a good cry is certainly helpful.
I know this isn't an easy topic and, for managers especially, there is so much pressure to keep employees happy and engaged in their jobs enough to stay.
HR directors are uniquely positioned to guide managers in applying these strategies. Energizing, systemizing, and appreciating are not just about employee engagement—they help managers, too. HR can support leaders by offering resources and training that help them stay motivated, streamline processes, and recognize their own wins.
You can also provide practical solutions, like the Retention Action Steps worksheet below. This tool offers actionable suggestions for each of these three strategies, and you can encourage managers to incorporate them into their everyday routines. Click the button below to download.
Consider a few thoughts:
1. If you put a rating on the energy level of your team, would the rating be "Could definitely use a little more energy" or "We've got more than enough energy to go around"? What tools or resources could HR provide to help them become an energetic spark for their teams?
2. Where in your department is there a lack of clarity, lots of process confusion, or a drain on time and resources because a system is deficient or lacking? How can HR collaborate with managers to identify and implement improvements?
3. How can you encourage leaders to consistently recognize and appreciate their team members’ contributions? What kind of reminders or systems could you help put in place to make recognition a natural, ongoing part of team culture?
About The Author
For the past two decades, Cecilia Gorman has helped advertising agencies and other creatively-minded companies fix costly communication and productivity issues by teaching managers how to become better connectors, motivators, and leaders. Cecilia is the author of Always Believe In Better, creator of the digital learning course for managers—Manager Boot Camp, and co-founder of the global training and support community for working women—Empowership.
Interested in growing your skills as a manager? Check out how Manager Boot Camp might help.