I quit!
I quit!
I quit!
With the Great Resignation in the United States reaching record highs month over month, Canadians may be wondering if we will experience the same attrition trend. If you have been paying attention over the last couple of years, what starts in the United States seems to creep up to Canada. And with the increased resignations, it is no different. Nor is the reason why employees quit. (According to the Bank of Montreal, 19.3 percent of workers said they were expected to quit their jobs in the next 12 months- 1.4% above pre-pandemic numbers).
by Suzanne F. Stevens, Conscious Leadership and Social Contribution Cultivator,
Founder, YouMeWe Social Impact Group Inc. Part of the Nobody Wants to Work Series.
It is amazing what happens when some of our freedoms are taken away.
We’re forced to stay put.
Sit with our thoughts.
Do things differently.
In the process, we realize that doing things differently actually serves us better.
Or maybe we discover what we are doing isn’t serving us at all!
What did you learn about working during the Pandemic?
Is it fair to say many of us had our eyes opened during the pandemic?
A job can be more than a job.
And life is not just a job.
A job can get done anywhere we have internet.
And our businesses won’t fold if employees work remotely.
And front-line workers’ perceived value increased exponentially, so they decided to value themselves by investing in themselves.
It became clear — what was done in the past doesn’t need to be done in the future.
As a leader, you may want to get a handle on why people quit. And just as importantly, why you too, have been considering a shift.
The Great Resignation can be explained in one word – Engagement.
Why people quit
Regardless of if you are an entrepreneur, leader, manager, or employee, there are certain things we need to keep our mojo. And without them, we start considering our alternatives. Working remotely, or the opening and closing of our businesses, gave us a ton of time to reflect on why we don’t want to work.
So, if you hear or want to say – I quit, it is likely for one of four reasons.
- You’re not safe
- You’re not growing
- You’re not valued
- Not doing meaningful work
Although you may be saying, hey Suzanne, where’s the money?
Money ranks down the list quite a bit among reasons for why employees quit (16th, a matter of fact, according to MIT Sloan Management Review).
Employees are usually motivated to leave for more emotional reasons, whereas money tends to be a more practical reason, and therefore can be a motivator in many industries to attract someone to a job (particularly if their vacation is fulfilling, and it is just a matter of where they are going to do it…. Think nurse.)
Money also tends to be something employees demand when not being fulfilled from a job.
“I’m not connected emotionally, so I’ll ask for more money!”
I did.
I got it.
And eventually, became an entrepreneur to make more money doing what I was doing for someone else. Eventually needed to shift, to do what I cared about — working with leaders and entrepreneurs to grow their social impact with conscious-contributions™.
The hard truth about work
On both sides of that courageous decision to resign, there is a reflection that needs to happen.
Firstly, on behalf employee who is quitting.
Secondly, on behalf of the leader, they are leaving.
There is a reality that all leaders need to realize.
It is one that started long before the pandemic, but it has just hit its stride.
Likely because the workforce has changed. Our values have changed. And our tolerance has changed.
Are you ready?
Brace yourself.
Nobody wants to ‘work’!
It’s true.
They want to create, innovate, perform, and contribute.
And most importantly, humans want a life filled with meaning.
Doing purposeful work that fills our souls is something that traditionally, employees weren’t afforded. And now, the Y and Z generations are demanding it!
If the pandemic has taught us anything, if we don’t do it now, then when?
Now is the time to embrace the life you want and create a culture where your team can live the life they want.
Maybe we should start with changing the concept and the word “work.” And start thinking about it as “contributing”
Imagine instead of saying I’m off to work today.
I’m off to “contribute” today! (I can see you skipping now).
Right?
Try it… That already makes me feel more fulfilled.
Four practices to retain top talent
Over the next few months on YouMeWe Infusion, I will be sharing why nobody wants to ‘work’ and what a conscious leader can do to create an environment where colleagues feel…
- They are safe
- They are growing
- They are valued
- And they are doing meaningful work
Also, by subscribing to YouMeWe infusion, we will provide a bonus. 7 strategies to Create a Culture of Inclusion & Belonging curated from hosting five Diversity, Equity, and inclusion panels highlighting why people want to work and why they don’t.
High-performing companies have high-performing people. And high performing people need to be engaged.
Having meaning in one’s life matters more than ever.
Employees bring their whole selves to work. There are no longer dividing lines | work | home | relax | health. Things are more fluid. We can thank the pandemic for cementing the seamless nature of life.
Organizations need to respond by establishing holistic environments, and leaders need to alter course to make room for employees to flourish.
Employees want to be part of something bigger than themselves. They want to contribute, and they want it to impact their company, customers, and community. They want a front-row seat in evolving society, and they don’t want to climb the hierarchy rungs or wait their turn to make an impact. So, either we transform or stagnate.
However, if you are an entrepreneur or leader and want more meaning in your life, we will start with what you can do to make a shift. The good news, it is the same way to further engage your team.
So, fascine your seatbelts as we have a lot of ground to cover in the YouMeWe infusions.
What can you do now to make your contribution count?
In the meantime, start referring to your ‘work’ as your ‘contribution.’ You’ll experience a mind-shift where your efforts aren’t consuming with something you need to do— but shift to, something you want to do.
So visit 7 strategies to Create a Culture of Inclusion & Belonging inspired by advocates, business, and community leaders (and me) on how to engage diverse talent.
At YouMeWe Social Impact Group, we grow Conscious leaders and your social impact—sustainably.
Join the #YouMeWeMovement and Like, share, comment, and subscribe to YouMeWe Infusion to make your contribution count for you, your organization, and your community.
P.S do you have a question about growing your social impact? Let us know in the comments!
