IOD SCOTLAND WINTER 2022

Technical briefing: HR
To navigate the Great Resignation,
business leaders must act now
Gaynor Duthie, Managing Partner of Genoa Black,
looks at the post-Covid phenomenon of the exodus
of experienced personnel from the workplace
A record number of employees are
quitting or thinking about doing so.
Businesses that take the time to
learn why — and act considerately
—will have an edge in attracting and
retaining talent.
The ‘Great Resignation’ has seen
millions of workers globally leaving
their jobs since early 2021 at a
record pace, disrupting businesses
everywhere. With the trend
continuing throughout 2022,
companies are currently struggling
to address the problem, and many
will continue to struggle for one
simple reason: they don’t really
understand why their employees are
leaving in the first place.
Rather than taking the time to
understand, business leaders are
quick to offer well-intentioned fixes
that will have little impact. Increased
financial reward, bonuses and offers
of flexible working are, of course,
important, but without making any
effort to improve engagement and
strengthen loyalty, these perks are
time bound and unsustainable as a
long-term strategy.
If the past 18 months have taught
business leaders anything, it’s that
employees crave investment in the
human aspects of work. Employees
are tired and many are burnt-out.
They want a renewed and revived
sense of purpose in their work. They
want social and personal
connections with their colleagues
and managers. They want to feel a
sense of shared identity and feel
truly valued.
By not understanding what
employees are running from, and
what they might gravitate to,
business leaders are putting their
business at risk. So how do we as
leaders move forward?
You can’t fix what you don’t
understand
The first step is to engage and
consult with your employees. Not
just those you think are at risk of
leaving, but your entire workforce.
Whether it be by survey, focus
groups, 1-2-1 consultations or a
combination of all of these, gaining
true insights into the current
mindset of your workforce is key. It
is important to create an
environment where employees feel
safe and able to tell their truth –
consider using independent
consultants for an independent,
expert view.
Use this understanding to
articulate value
Taking and reflecting on all the
insights gained from the
consultation, the next step is to
begin considering your employee
value proposition. For years the
focus has been on the customer
value proposition but now your
employees are just as important, if
not more so. Consider the type of
individuals you want to be working
in your business, what they will be
looking for from you as an employer,
what you can commit to offering
them, and why as an employer you
want to do this.
Deliver value to your employees
authentically
The power of an employee value
proposition lies in its day-to-day
realisation in the working
environment. When we as leaders
do not deliver on our promises to
employees, the impact can be
culturally damaging. However, where
we remain authentic and act with
integrity and honesty, the power of
our employee value proposition can
be evidenced through our ability to
attract new talent, and the retention
and performance of our existing
team.
The Great Resignation is real, it’s
still happening, and it is not going
away.
Yet this also represents a big
opportunity. To realise it, you just
need to change your perspective.
Take a step back, listen, think, and
make the changes employees want.
22 WINTER 2022