How the Great Resignation has changed the whole face of work! And how the organizations are yet to recognize and accept the tools and resources for its workaround!

Articles after articles by Mckinsey, Forbes, HBR, etc. have been pointing out how employee experience and engagement are the key solutions to The Great Resignation.

In this episode Organizational & Human Resource Development Expert, Speaker, Writer and Consultant, Kellie Tinnin shares with us her expert knowledge on how organizations can successfully engage their employees by giving them a great experience at work.

Topic covered:

1.Are you facing any challenges of attrition and disengagement, with the organizations you are working with? If so, how do you help them solve it?

2.You also focus on the employee engagement front, so how do you get to know about the issues of the workforce - Do you run surveys? (If yes, then)What kind of recommendations do you propose and how far do these recommendations get implemented in the organizations?

3.Do you think AI can help to enhance employee engagement and experience?

4.What are the features that you will look for in any AI platform?

5.Do you feel people will be interested in paying for such an AI-based solution?

6.What will be the future of employee engagement?

Forget Great Resignation; think “Great Reflection.”

We're at a crossroads in terms of people and work, and our expectations as employers must shift.

We once again welcome Mr. Ashok Narain in episode 2 of the podcast on "Ways to invest in our leaders to Survive the Great Resignation”.

Here we discussed:

1. How can we achieve more autonomy without compromising the organizational authority?

2. What should be the new way of organization/hr-employee communication in this new work-culture model.

3. Do you believe the barriers between employees and employers, managers and subordinates will be broken down in the future?

4. Do you believe technology has the potential to be a game-changer during The Great Resignation?

Summary:

Leaders need to think more and think practical at this point in time. Engagement will help, only when it is both ways.

Hence, In this situation, leaders can:

1. Build a system of clear communication.

2. Ensure 'listening' to the team members and practicing empathy is important.

3. Use technology to create an environment of flexibility at the workplace is vital.

4. Administer regular coaching and mentoring sessions with experts to help the employees decide their career journey.

5. Take care of the family welfare of the team can go a long way.

6. Practice a culture of gratitude and appreciation in the workplace.

7. And last but not least, To boost employee retention, businesses should adopt a data-driven strategy.

When we look back and see 2021 and to some extent 2020 as well, these 2 years were very hard for most of us in many ways. Be it at the personal front or at the professional level everybody is adjusting to the new normal.

The pandemic has changed our way of living. It has changed our priority from work to family and from profession to passion for many. Hence, we are in the middle of The Great Resignation.

From several analyses obtained from McKinsey, Gartner, and many other firms, we have understood that the primary reason for the great resignation is due to lack of work-life flexibility, toxic work culture, lack of empathy, feeling undervalued, and many more. 

So in our recent conversation with Mr. Ashok Narain, we have tried to explore these Important Questions mentioned below, to swim the wave of "The Great Resignation" 

Ashok Narain is an ICF accredited (PCC level) Executive Coach and a Leadership Development Facilitator. In his 40years of vast experience, he has worked with many firms and MNC’s. He has also been recognized as an influential thought leader, skilled in defining the big picture and inspiring action at the tactical level.

Questions:

1. In this hybrid work mode how managers or leaders ensure that their employees feel a sense of belonging at the workplace

2. Do you recommend any such techniques or tools which could help leaders to make data-driven decisions.

3. These are some great inputs we should put into practice. How do we go about this organically? I am talking about execution at ground level.

4. An article from Harvard business review talks about “With So Many People Quitting, Don't Overlook Those Who Stay”  What is your view on this? How one can make existing employees feel worthy.

5. At last I would like to know your view on the future of work 2025.