Some have referred to it as the “Great Resignation,” the “Great Reshuffle,” or the ”Great Reimagination”. Whatever you may choose to call it, it is here to stay. Many individuals are at least considering leaving their company if they have not left already. In a recent Willis Towers Watson’s survey, it was reported that 44% of workers are considering changing jobs. If you have been lucky enough to stave off the effects of the Great Resignation thus far, your luck may not last; however, there is a silver lining.
Sullivan Engineering has not been immune to the effects of the Great Resignation; we also have lost valuable team members recently, causing frustration for those remaining on our team. Perhaps they feel betrayed because they have invested time and energy in training these people to become valuable members of our team or maybe it is a collective eye roll because of the increased workload that is inherited by the remaining team members. While these are certainly valid feelings, it can be devastating if we allow these feelings to permeate our thinking going forward. We must choose to reframe someone leaving as an opportunity. Consider it a job well done that as a manager or coach, you have helped prepare that person for their next position. It is also possible that we have helped prepare them for a new role in an entirely different industry, as that is happening at an increasing rate. Let us celebrate with the person that is leaving and be happy for them that they are growing their career.
As for an increased workload on the remaining team, it does not have to remain that way. We can use a team member’s departure as an opportunity to re-evaluate processes and consider if there is anything that can be automated, outsourced, or even dropped entirely. In some cases, it will undoubtedly lead to an increased workload, preferably for a short period of time. If it is a more senior member of your team who has left, that means there is an opening that can be filled by someone else in the organization. Do you know who that is? If so, tell them and help guide them to fill that role. If not, how can that person be identified?
Another positive that comes from the Great Resignation is that our clients are leaving in record numbers as well. Many of them are leaving for firms that we have always wanted to work with, but didn’t have a point of contact there. Well, now you do! Keep in touch with clients as they move from company to company. Chances are, if they liked the service you were providing at their last firm, they will reach out to you from their new firm to give you a shot!
These tips certainly do not take away the immediate sense of loss or frustration one may feel when a team member submits their notice of resignation; however, with the right attitude, we can quickly remember the positives and continue to coach our team members and nurture our clients.