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Are you a victim of quitting silently at work?
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Over the past few years, many new concepts in the post-corona workforce have been introduced to us. The first is “great resignation,” with an estimated 20% of workers planning to quit their jobs in 2022. And more recently, there have been “quiet quits,” in which workers engage in bare minimum work rather than actually quitting their jobs. You can keep your employer happy without the extra effort. To me, both of these are employer issues, not employee issues. Because if an employee is actually happy, respected, and committed to their job, they don’t feel the need to quit, either completely or in their hearts, while they are employed. Because it should. This post will help you stem the tide by diagnosing if your business has issues that need fixing.
A Case Study of an Unhappy Workforce Couple
Let’s take a look at some industries that seem to have record high turnover: K-12 education and restaurants. I am familiar with these two industries of his, and my wife is also familiar with his two industries.nd A grade teacher and I run a business that serves the restaurant industry. In both of these industries, it’s very clear to me why people quit. They are expected to work hard for little pay, but it is much easier to change industries and make substantially more money elsewhere. Not to mention how dysfunctional this kind of business can be. There aren’t many ways to hear or implement new ideas, and businesses are often mismanaged by a lot of bureaucracy. Why would anyone want to work in such an environment? Anyone who does so either because they feel they have no other choice based on their skill set, or because it’s simply a passion to give back to the community without being ultimately driven by reward or job satisfaction. because it is a project of This is not a very good position for either the employee or the employer.
reality check
So how do we fix this? We start with the common sense that not 20% of workers as a whole are leaving, you guys are too. They are unhappy with what you are doing and there must be something that needs to be fixed. It can be anything from low pay, too much routine, company culture, lack of career advancement, bad boss attitudes, lack of work flexibility, and more. So if you have high levels of employee turnover and engagement, it’s time to start looking in the mirror and auditing everything you do with a post-corona mindset of what your employees want. I’m here. Let’s dig a little deeper into that.
Research reward level
Going back to the case study above, can a restaurant worker really earn a living wage on $15 an hour? In a world with hyperinflation, that’s only $30,000 a year. After taxes, it’s only about $2,000 a month. Half of that goes to rent, and the other half, or $33 a day, goes to all other living expenses. That calculation doesn’t work at all. Not to mention, they have to get jobs in person when all of their other friends have more flexible jobs that allow them to work from home.
And it’s the same for teachers. They are teaching our children and building the future of our country. While movie stars and athletes make $25 million a year, teachers who juggle loads of work, deal with hostile parents, and work in dysfunctional workplaces where the rules change every year make a starting salary of about $50,000. Tired of being It is already enough that teachers’ respect and salaries must be significantly increased to justify these working conditions. As a society, we need to value the role they play more and share a slightly higher property tax with everyone.
So what does this mean for you? Stop thinking about your industry in vain and stop using past salary levels as a baseline benchmark. Significant salary increases may be required to retain and attract new talent in today’s market. And employees will look for work in other industries if they are unhappy with your business or industry’s compensation standards. So when researching average salaries by role, research across industries. We didn’t talk about benefits considerations here, but they should also be considered to make sure they’re aligned with the market. A good benefits management company helps you benchmark yourself against other employers.
If you decide you can’t afford a raise at the market rate economically, you may be in serious trouble. But hopefully, raising prices to get market rate salaries more affordable will help fund these price increases. God knows my restaurant bill has gone up significantly because the restaurant is trying to retain and increase employee salaries. However, if the price increases are not accepted by customers, the business model may be broken and may have to face the grim fact that it may not survive without significant changes to its metrics. not.
learn work flexibility
Due to COVID-19, everyone wants a more flexible work environment, including the option to work from home. So don’t get stuck in the Stone Age, which requires everyone to be in the office every day. This gives staff more flexibility to save money on commuting time, parking, gas, and car bills, allowing them to stay close to their families to care for their children, attend local school events and other appointments. You will be able to Have. You don’t have to “look at them” to know if they are doing a good job. Data from their work (sales results, tasks completed, etc.) shows their success.
learn corporate culture
If your staff are quietly complaining about working in a “toxic working environment”, you’re in big trouble, so “plug the holes” before the whole “bucket” is empty. is needed. Survey your staff, either directly or through an HR consultant. Ask what you like and dislike about your business and use your strengths to fix your weaknesses. Always calculate the Net Promoter Score for your employees as well as your customers and try to keep that number above 8.5/10.
Research management
You may love one of your managers and admire you as a boss, but your direct reports may hate that manager. Be sure to complete her 360 degree evaluation of the employee. This gives employees an opportunity to talk openly about their bosses while also evaluating their performance. Nothing gets people looking for the door more quickly than microcontrol, disrespect, and verbal abuse from a bad manager. Therefore, it may be necessary to break up with the person you like for the greater good.
learn career path
People want to stay in companies where they see upward movement in their careers. They give you a few years in your current position, but what happens next? Is your company growing and are you creating a new management layer to grow? If so, great. But if not, the employee may get bored and decide to find a new challenge. So plan for each role in the company, make it easy to see how your responsibilities and rewards will increase over time, and have the “hooks” to make people want to keep working with you in the long run. ‘ gives.
study daily tasks
No one wants to work at a job they don’t enjoy. So ask yourself. Is the job fun? If not, think about what you need to do to make the job more enjoyable. If you’re exposed to mundane, mind-numbing tasks eight hours a day, think about how best to make the role more exciting. Perhaps sharing day-to-day work across a wider team, who perform more strategic tasks in most jobs.
lastly
So this concept of resigning and quitting really bothers me because the focus is on the employee and not the employer. These people have to work to pay the bills. All you need is to understand how they want to work for you and want to work under someone else who will value them more, respect them, challenge them and motivate them. It’s not about looking for the door. If your mirror isn’t broken after doing this self-study, keep up the great work. If you’re staring at a bunch of broken glass, it’s time to start fresh and rethink everything you’re doing.
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George Deeb is the next partner. red rocket ventures and author 101 Startup Lessons – The Entrepreneur’s Handbook.