Hi everyone! Do you know that nearly 50% of people are considering leaving their jobs in 2024 – more than during the ‘great resignation’?
According to new research from Microsoft and LinkedIn who surveyed 30,000 people in 31 countries between February and March 2024, nearly half (46%) of professionals say they’re considering quitting in the year ahead. That’s an increase from the 40% who said the same ahead of 2021’s great resignation.
So as leaders and managers building respectful workplace cultures… What can be done to stop the bleeding and retain good people?
Here’s the thing …
- If people don’t feel seen, heard and respected they leave.
- If people don’t feel valued and supported by the organisation they leave.
- If people don’t feel valued and supported by their manager, they leave.
- If people don’t feel appreciated and acknowledged for their contribution they leave.
- If people don’t feel a sense of connection and belonging, and they’re being treated like a tool that’s useful to the organisation, they leave.
- If people don’t feel they have autonomy; they’re faced with a mandatory work schedule with no flexibility, they leave
- If people don’t feel supported by having their achievements recognised, and potential for career advancement is absent, they leave
- If people don’t feel their fellow team members care, trust erodes, threat increases, compassion and relatedness suffer, and they leave.
So what can be done to curb this mass exodus and retain good people?
When people leave their job it’s often like a divorce.
Both parties may leave the table in a state of hostility.
‘Active Hostility’ is the lowest rating on the Arc of Respect. Developing social emotional skills that build flourishing relationships between people, enable high psychological safety and create a climate of mutually respectful partnering … that’s the key to changing everything!
Gaining clarity about your current level of psychological safety is the first step.
Key questions:
· How do you know teams have psychological safety or not across the organisation?
· How do you identify teams with low psychological safety / high psychological safety?
· What do your leaders know about psychological safety?
· How do you measure psychological safety?
· What education has been provided for leaders on the impact of psychological safety on wellbeing, performance and retention?
Psychological safety is the game changer in reducing attrition, expanding relationships and wellbeing, and building team performance.
If you don’t want to lose good people start measuring psychological safety today!
Need support?
Hi, I’m Maree Wrack and I build Respectful Workplace Cultures of TRUST, Psychological Safety, and Performance with Inclusive Leadership
PS: Whenever you’re ready here are 3 ways I can help you build your respectful workplace culture – faster…
- Sign up to my LinkedIn Newsletter and receive my tips and insights every week, it’s easy – hit the SUBSCRIBE button.
- Find out about our CONNECT with R.E.S.P.E.C.T. workshop for your team – book a chat to find out more HERE
- Speak to me directly and let’s map out a plan for your team.
