hey everybody don georgevich here if
you're a small business owner or a
manager in a larger corporation you've
probably heard of the great resignation
because it's hitting businesses like
wildfire this year and what it is it's
this mass exodus of people quitting
their jobs leaving the workforce and
going somewhere else and it's very real
in this video i'm going to walk you
through why people are quitting their
jobs in droves
and what you can do to improve
conditions at your company so that they
don't want to leave because we all know
that hiring a whole bunch of people and
replacing our most talented people is
very expensive and very time consuming
now the great resignation is a term that
was coined by anthony klotz by texas a m
in 2019. so this happened before kovit
now kovid poured some gas on the great
resignation and really got people moving
but this has been going on for a couple
of years now according to the u.s
department of labor over 11 million
people have quit their jobs in 2021
between april and june
that is a massive amount of people to
quit a recent study of over 30 000
workers conducted by microsoft
shows that 41 of those people
are looking for new jobs so why are so
many people quitting their jobs well
it's different for everybody and it
needs to be taken on a case-by-case
basis but some people just want to spend
more time at home some people are just
tired of the work that they're doing
some people are unhappy with management
some people are just getting burned out
in their work they're being overworked
and we know what type of companies those
are where they're just driving you 12
hours a day into the ground people are
tired of it and they don't want to do
that anymore other people fear that you
don't know how to run a business and
that their job might be in jeopardy and
they're likely to get laid off
other people
they want to start their own business
not all the not all of them do it but
there's a lot of people that in the back
of their mind they're like you know what
i i can do this on my own and i really
don't want to be doing it for you
anymore other reasons include that
you know some companies have a very
toxic work environment where you know
they don't like the people they work
with they don't like the people that uh
they work for they don't like the kind
of work that they're doing and it's just
a very unproductive
toxic culture and they want out but if
you think about it if we go back 20 or
30 years people were just happy to have
a job and they would cling to it it
didn't matter if it was a toxic
workforce it didn't matter if layoffs
were imminent it just didn't matter
because there was nowhere else to go
people held on to jobs that they had but
now in the in the 2020s that people have
so many more options people can be
self-employed they can work from home
they can be independent
and in many cases yep they don't even
have to work at all but i really believe
that that everybody wants to work at
some level whether it's part-time
full-time
people want to make a contribution
they do want income but today they just
have more choices of how they can
fulfill those needs instead of you know
20 or 30 years ago when they didn't
really have any choices and they were
stuck in jobs that would just grind them
down to nothing and they would take home
all that baggage with them at the end of
the day and they would have to vent out
to their spouse about what an awful day
that they had
and today people are saying you know
what
i'm fed up with that i'm not working for
you anymore i'm getting out of here i'm
going to go somewhere else where i feel
appreciated a lot of what's driving it
is just where we are today as a society
and how we've grown and like i said
people have more opportunity than they
used to so let's talk about what you can
do as a business owner or a manager in a
company to
improve conditions
so that your people want to stay now
before you can improve things you have
to know what people want
and that makes it a lot easier to make
it so that they want to stay so the
first thing that people want from their
boss or the company that they work for
is they want to be trusted they want to
be trusted that they are going to do
their job
they don't want to be challenged all the
time
they want you as a manager
to believe that they have your best
interest at heart and that they are
going to do the very best that they can
and when you keep challenging them and
showing them that
you don't really trust that they can do
the work they kind of take that to heart
and
that's one reason that they leave the
second reason that they leave is that
managers
don't know how to manage employees
remotely now with covid hitting we have
more and more people working from home
over zoom now
managers are still managing the way that
they used to manage people when they're
in the office and you can't manage
your workforce
over zoom the way that you used to
manage them
when they worked for you in the office
you have to change your strategies to
manage your workforce over zoom you need
different skills you need different
training before you can make that happen
and i'm not going to get into that in
this video that's a completely separate
topic but this is one of the reasons
that people are leaving is because
ineffective managers can't manage over
zoom the third thing
that employees want when they're working
at home is for their managers to stop
being skeptical as to whether they're
working or not because you know they're
home i mean sure they have plenty of
distractions there's other things that
they can be doing they can be shopping
they can be talking on the phone but
managers are so skeptical as to whether
people are getting their work done or
not that it's driving people to quit so
the way around that is to create some
type of performance management system
that manages and tracks the work that
people are doing and they have clear
goals of where they need to be and when
they need to be there
just let them do it and let the system
track it and they'll put in the data and
they'll
log what they've done and what they
haven't done and they'll essentially be
responsible for getting their work done
instead of you breathing down their neck
and the fourth thing that employees want
is they want recognition
they want to be recognized for the work
that they're doing the ideas that they
have the contributions that they're
making and there have been some studies
on this where people who are not
recognized are more likely to quit but
63 of employees who were
regularly recognized for their work and
their ideas and their contributions
are less likely to quit and those people
aren't looking for jobs so recognition
is so easy but we forget to do it
just like we forget to recognize our
kids for doing something good
it just goes so much to just stroke
someone's ego make them feel good and
the fifth thing that employees want is
they want to work for a company that
they're proud of that's doing something
that makes them feel good at the end of
the day now that's also kind of
subjective because you know the company
that i might want to work for that makes
me feel good might not be you know the
same for someone else so think about
what your company does and
how does it make a contribution to
society to its customers what good is it
doing and one of the things that you can
do to find out is you can talk to your
own people you can ask them you know
what do you like the most about working
here and ask a whole bunch of your
people and find out what the common
thread is about what they like about
what your company does so moving on to
number six employees want their company
to invest in training and education for
them i mean everybody needs to grow if
they're just sitting at their desk and
doing their daily work they're going to
stay stagnant and what's going to happen
is they're going to want to quit because
there's no growth within the company so
i encourage you to bring in some outside
trainers to use internal trainers do
something that allows your people to
grow so that they feel fulfilled inside
so that they feel that they're going to
the next level they don't always have to
go you know to the next level in a
promotion but as long as they're growing
within the company they're learning
they're gaining new skills
give them a reason to stay and moving on
to number seven employees want some kind
of say so in their own schedule don't
just hand down a schedule to your people
give them some type of input on you know
what works for them because today
people have very different lives than
they did 20 or 30 years ago we all don't
have the time to work outside of normal
work hours or work on the weekend
because people are so busy with so many
other things give them more flexibility
in scheduling their time and when they
can work and
so maybe so maybe they can only work a
half day
on certain days
so what let them make up the time
somewhere else now that's not possible
in every situation but the underlying
idea is to give people the opportunity
and the flexibility to have some kind of
input
on their own time because if you think
about it
they're essentially
giving you the best 12 hours of their
day i mean as soon as they wake up you
know they eat breakfast they work out
they go to work for eight hours maybe a
little bit more and then including drive
time there and back essentially people
are giving you their best 12 hours of
the day let them have some say so
as to which hours those are and your
people are more likely to keep working
for you because we all know that looking
for jobs and going somewhere else going
where the grass is greener is harder and
it takes time
so if you do you don't have to do all
seven of these things but if you pick
out just a couple of them it's going to
vastly
improve your overall culture and it's
likely to keep your people working for
you you keep them happy keep them
fulfilled allow them to grow give them
some say so
give them some trust
and the great resignation is less likely
to affect your business who wants to go
out i mean what company wants to go out
and replace all of their best people
all they have to do is just improve the
conditions of the company and those
people are going to stay so as much as
you try to improve the culture and the
quality in your environment you're
always going to need to be hiring people
and for that i have something very
special for you
it's called the seven master steps to
hiring a players the brand new book i
just wrote this you can get this you can
download the ebook version of this from
the
simplehiringsystem.com this is a great
little hundred and ten page 140 page
book that's going to walk you through a
very simple hiring framework that
teaches you how to write a job
proposition how to conduct a phone
interview how to conduct an in-person
interview and everything else that you
need to do
to hire the very best people and that's
what it's designed to do it's designed
to
filter out all the people who aren't
right for your opportunity not that
those people are bad they're just not
well suited for for what you do and
where your company is going and this is
going to help you find the very best
people who are going to help your
business grow so you can get this from
the simplehiringsystem.com
you can get the ebook from there if you
want the physical book you can head on
over to amazon.com and just search out
the seven master steps to hiring a
players and you can get the hard book
from there
that is all i have for you today my
friend i wish you the very best in
improving your company culture so that
your people want to stay and that you
are not affected by the great
resignation we'll see you in the next
video take care bye now