We’ve all heard that the Great Resignation is here. Employees are tired, disengaged, and looking for something new. Company cultures have been stretched as leaders try to determine what the new normal is and implement ever-changing policies and procedures. The uncertainties and added stress that come with today’s workforce have employees opting to find something that better aligns with their passions, interests, and flexibility that they are craving.
So, what can employers do to mitigate the Great Resignation? The answer may be as simple as revamping your internal communications strategy.
Authenticity is Key
When stay-at-home orders began, most senior leaders were reiterating the same message: our people come first. While every employee was — and perhaps still is — battling a different storm with COVID-19, there was one unifier: we’re all in this together.
The lines between personal and professional became less clear, creating authentic moments for coworkers to connect and share the struggles that they were experiencing. The authentic self is a huge opportunity for senior leaders — and one that may not come naturally to all. Every employee has priorities and challenges outside of work. By leading with authenticity and adding personal touches to internal communications, senior leaders can foster a culture that is open, honest, and supportive.
Recommendation: Identify a theme for the quarter — such as volunteerism — and highlight employees throughout the organization that volunteer. A senior leader could share their volunteer journey and invite employees to join them in giving back to the community. Whether this is through a formal volunteer program or simply providing links to support coworkers’ efforts, all employees experience a side of their peers and leaders that they may not have otherwise known.
Making Sense of Strategy Shifts
Burnout is the number one reason that employees are looking for new opportunities. As every company has shifted the way that they work throughout the last two years, the impact of steady shifts has taken its toll on employees. While shifts in strategy, processes, and even complete business model may be business-critical, the way that they are presented to employees can be inspiring or draining. Effective change management communication can help employees understand:
What is to come
Why it’s taking place
How it might impact their positions
The role that they play in success
When these questions go unanswered, employees can’t understand the important role that they play in the business or the driving forces behind (another) shift. COVID-19 has required course corrections, yet some companies are attempting to drive cruise boats as if they are speed boats. By the time the organization (or boat) has reacted to the new course set, there is another pivot already taking place.
Recommendation: Putting together a cross-functional committee that is comprised of employees from different departments, backgrounds, and demographics can help spur company support. People want to feel understood and by inviting a representative from all teams to the table, you’re able to foster dialogues and potentially enhance your strategy or programs in unexpected ways.
Recognition — Make it a Requirement
Does your company prioritize employee recognition? Outside of an official employee recognition program, there are plenty of easy, free, and incredibly impactful ways that managers and leaders can boost morale. By simply saying thank you. According to a Gallup poll, only one in three workers received praise in the last week, a factor that directly impacts turnover and employee engagement.
It’s critical that recognition take place with leaders of all levels. Direct reports are looking for recognition of their contributions from their managers. But also, from senior leaders. In times when projects may have tight deadlines, a note from a senior leader to an individual or team for a job well done can be the differentiating factor.
How are you recognizing employees? Simple opportunities include:
Employee spotlights on the intranet or during team meetings, both in person and virtual
A “drive by” or instant message over Slack that shares gratitude
A personal note from a senior leader that recognizes the contribution that a single employee or team makes
Recommendation: If you do spotlight an employee during a meeting, be sure to follow up with an email or intranet post about why that employee is being recognized and some fun facts about the employee. This can foster additional accolades from other team members and help newer employees get to know coworkers.
Communication is a Two-Way Street
The best communication is one that starts a dialogue. While staff meetings or intranet content can be a way to effectively share information with employees, it’s critical that employees know how they can seek out additional information or ask questions.
Your internal communication strategy should address a clear outline for:
Where employees can submit questions
The review process and time you’re committed to responding by
The people that will receive the inquiries (it should be at least two people in different departments)
Recommendation: Even companies with the best culture may have employees that have burning questions that they aren’t comfortable bringing up. Part of an internal communication plan should be to have a way for employees to submit anonymous questions. It’s then critical that those questions are addressed timely and in a way that all employees can access.
By leading with intentional internal communications, you can empower employees to lead with their authentic selves, feel that they are part of a bigger mission, and know-how to seek out clarity when needed. An impactful internal communication strategy puts employees at the forefront and keeps them there.
Ready to make your internal communications work for you? Contact Confluent Strategic Communications today.
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