What to do when there are mass workplace resignations

Quitting a job where you no longer feel motivated or fulfilled and don't see any future growth opportunities is often a relief. If you already have new career prospects on the horizon, that relief is compounded by the excitement of new beginnings.

But if you are the boss who sees your team ‘shredding’ or the colleague who stays behind while many others in the team take flight in search of new job opportunities, these mass resignations will certainly not be a happy experience.

Whatever angle you look at it from, this is a real phenomenon, especially since the pandemic. Thousands of professionals have decided to take a flexible and adaptive career path, prioritizing autonomy and personal growth and challenging the traditional understanding of career progression. As a result of this change in mentality, many - especially the younger members of the workforce - decide to leave the workplace, sometimes even without a new position in sight.

Thus, many companies, offices and businesses are seeing their employees leave, sometimes as a ‘trickle’ of resignations, sometimes as a mass diaspora. 

Mass workplace resignations have become an increasingly common challenge for businesses. Whether driven by better opportunities, dissatisfaction, or external factors like a pandemic, the sudden loss of multiple employees can disrupt operations and morale. 

In recent times, two significant trends have emerged in the global workforce: the 'Great Resignation' and 'Japa.' The 'Great Resignation,' a term coined by Texas A&M University associate management professor Anthony Klotz, describes the wave of employees leaving their jobs post-pandemic due to a reevaluation of work-life balance, career aspirations, and workplace conditions. Simultaneously, 'Japa,' a Yoruba term meaning 'to run quickly,' refers to the mass exodus of Nigerian professionals seeking better opportunities abroad. Both phenomena present unique challenges and opportunities for employers.

More than 50 million workers quit their jobs in 2022, according to federal data, breaking a record set the year prior and demonstrating the resilience of a hot labor market characterized by ample job opportunities. This trend, known as the 'Great Resignation,' began in early 2021 as the U.S. economy emerged from its pandemic-era hibernation and job openings soared to historic highs. While quitting a job was the story of 2021, 2022 was the real year of the Great Resignation. This phenomenon has posed significant challenges for businesses, but with strategic planning and effective management, companies can navigate this crisis and turn it into an opportunity for growth and improvement.

These phenomenons are driven by a reevaluation of work-life balance, career aspirations, and workplace conditions. The sudden loss of multiple employees can disrupt operations and morale, but with strategic planning and effective management, companies can navigate this crisis and turn it into an opportunity for growth and improvement.

Handling mass workplace resignations requires a swift, strategic, and compassionate approach. By assessing the situation quickly, communicating transparently, supporting remaining employees, revising retention strategies, recruiting effectively, implementing long-term solutions, and continuously learning and adapting, businesses can not only survive but thrive through such transitions. This proactive and holistic strategy ensures a resilient and engaged workforce, ready to meet future challenges head-on.

Read also: Article: The Great Renegotiation, or the value of adaptive careers (peoplemattersglobal.com)

7 strategies to handle workplace resignations

1. Assess the Situation Quickly

When faced with mass resignations, the first step is to assess the situation quickly and thoroughly. Immediate impact analysis is crucial to determine which departments and projects are most affected. Identifying critical roles that need urgent attention can help prevent operational disruptions. Conducting exit interviews to gather insights into why employees are leaving can reveal common themes such as dissatisfaction with management, lack of career growth, or uncompetitive compensation.

1. Communicate Transparently

Transparent communication is vital in times of crisis. Addressing the remaining workforce promptly to acknowledge the situation and outline immediate steps being taken can help maintain morale. Be transparent about the challenges and invite feedback and suggestions. External communication with clients, partners, and stakeholders is also essential if the resignations might impact them directly. Reassuring them of your commitment to maintaining service levels and quality can help maintain trust and confidence.

1. Support Remaining Employees

Supporting the remaining employees is critical to maintaining morale and productivity. Recognize and reward employees who are staying to show appreciation for their commitment. Offer support through mental health resources, counseling, or additional paid time off if needed. Redistributing the workload to prevent burnout among remaining staff is essential. Consider temporary hires or freelancers to manage the increased workload during the transition period.

1. Revise Retention Strategies

Revising retention strategies can help prevent future resignations. Review and adjust salary structures to ensure they are competitive within the industry. Enhance benefits packages with options such as remote work, flexible hours, and wellness programs. Investing in employee training and professional development can provide clear career advancement paths. Establishing mentorship programs to support employee growth and engagement can also help retain talent.

1. Recruit and Rebuild

To rebuild the workforce, streamline recruitment processes by simplifying application procedures and reducing interview rounds. Utilize recruitment agencies or headhunters to quickly find qualified candidates. Leverage employee networks by encouraging current employees to refer candidates and offer referral bonuses. Engaging with alumni networks to reconnect with former employees who might be interested in returning can also be beneficial.

1. Implement Long-term Solutions

Implementing long-term solutions is essential for sustained success. Foster a positive workplace culture that values employee input, diversity, and inclusion. Conduct regular employee satisfaction surveys and act on feedback to improve the work environment. Develop a robust succession plan to prepare for future resignations or retirements. Train multiple employees to handle critical roles to ensure business continuity.

1. Learn and Adapt

After stabilizing the situation, conduct a thorough analysis of what led to the mass resignations. Use these insights to make strategic changes to policies, management practices, and company culture. Establish regular check-ins with employees to monitor satisfaction and address issues proactively. Stay updated on industry trends and employee expectations to remain an attractive employer.

Read also: News: Almost half of Australians suffer from burnout: ELMO report — People Matters Global