I would have to think that resignation rates are pretty low right now.\u00a0 When companies are laying off employees and security and new jobs are hard to come by, employees are thinking much harder before leaving their employer.\u00a0 Usually we think of the resignation rate being a factor of the employer brand and manager capability.\u00a0 If you look across your organization and resignation rates, you can diagnose effective and less capable managers by their resignation trends over time.<\/p>\n
The next year will be deceiving though.\u00a0 Employees are evaluating employer actions during the downturn, and many who were planning on leaving but could not are now even less productive and less happy.\u00a0 Those who were relatively engaged prior to the economic downturn are less engaged and depending on manager and employer actions, may now also be quite unhappy.\u00a0 We have to understand that when you do a layoff, even those remaining will be unhappy about it.\u00a0 And when the organization goes into further cost cutting, reductions in training investments, and decreases in merit or incentive budgets, the morale goes down even further.\u00a0 Factor in the quality of the messaging, and you can have a workforce that understands the economic situation and how you are reacting strategically, or you have an entire workforce who is going to leave in the next economic upswing.<\/p>\n
For employers whose enterprise-wide resignation rate increases dramatically when the economy gets better, you can basically understand that your reaction to the downturn was poor and the messaging even worse.\u00a0 It\u2019s a correction to make in the future.\u00a0 What seems like simple tactical tasks now might create intense cost problems in the near future as your cost of talent is closely impacted.<\/p>\n","protected":false},"excerpt":{"rendered":"
I would have to think that resignation rates are pretty low right now.\u00a0 When companies are laying off employees and security and new jobs are hard to come by, employees are thinking much harder before leaving their employer.\u00a0 Usually we…<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_coblocks_attr":"","_coblocks_dimensions":"","_coblocks_responsive_height":"","_coblocks_accordion_ie_support":"","footnotes":""},"categories":[27,25],"tags":[],"class_list":["post-995","post","type-post","status-publish","format-standard","hentry","category-data-metrics","category-workforce-management"],"_links":{"self":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/995","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=995"}],"version-history":[{"count":2,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/995\/revisions"}],"predecessor-version":[{"id":999,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/995\/revisions\/999"}],"wp:attachment":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=995"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=995"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=995"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}