According to data from the U.S. Bureau of Labor Statistics, 47 million Americans quit their jobs in 2021. This event has been dubbed "The Great Resignation."
Research conducted and published by sources such as McKinsey, Harvard Business Review, Forbes, and MIT Sloan, among others, has identified the most common reasons for the Great Resignation as:
- A lack of sense of belonging to the organization,
- A lack of feeling valued within the organization,
- Employee Burnout Syndrome,
- A toxic corporate culture,
- Employees' inability to fully establish a work-life balance,
- Working Women from home during the pandemic, wanted to spend time with their children,
- Less publicity about achievements, leading to a lack of mental motivation and reinforcement,
- Difficulties in adapting to the return to the office, etc.
The fact that many organizations, from large to small, are facing this challenge may have revealed the inevitable need for change and transformation, perhaps within employees, the business world, and the organizational culture. With the pandemic, many people's personal, social, and professional lives underwent a sudden transformation, forcing rapid adaptation. Now, as the pandemic's impact begins to wane and we begin the "return to normal," we can observe that trying to return to the rules and structures of the pre-pandemic era has become dysfunctional.
- Whether we accept it or not, change is inevitable. Those who embrace it and adapt survive and stay in the game. Those who fail to adapt are eliminated by natural selection.
When we categorize the reasons for job quitting, found in the research under three main headings, three broad themes stand out: belonging, values-shared values, and organizational culture.We cannot feel comfortable in a place without effective communication, where our needs and our existence as being individuals are not recognized. Where we cannot feel comfortable, we cannot feel a sense of belonging. We can't be happy where we feel unseen, and when we can't be happy, we can't be productive.
Who would choose to remain in a cycle of unhappiness when we've experienced the possibility of earning money online, without obligation to leave home, with flexible working hours, and by working with people halfway around the world?
We've begun to understand the importance of being "human" in every sense when even "increasing salaries and providing extra bonuses" isn't enough to keep employees there.
So, what is your organization culture like?
How do your communication, values, your colleagues' mental fatigue, their needs, and your work-life balance affect your life satisfaction? If you're a leader or head of a department, how do you assess the situation of your employees? What actions are you taking in this regard?
In today’s world, we live in a time when we must address the “human” side of the accelerating change in business life. It is quite natural for an organization to experience difficulties and concerns during this transition. However, let’s not forget that the work is not finished until every piece of the puzzle is complete…
"We believe that the people, processes, structures, and technological sides of change and transformation are an inseparable whole." – RNA Change Management
As we delve deeper, research reveals that among the reasons for resignation are "repetitive and challenging organizational change projects and the risk of dismissal" (Sull & Sull and Zweig, 2022). In a rapidly changing world, when things aren't going well in the "market" sense, organizations can panic and decide on "change and cultural transformation" that isn't very productive, sustainable, or even aligned with their true purpose. However, when projects are poorly planned and lack of continuity, projects cannot become permanent and sustainable. This situations leads to a repetitive cycle and this cycle can damage employees' sense of trust.
Cultural Transformation is inevitable in this changing world, but how it is addressed and managed is just as important as deciding on the transformation itself.
Measurable and scalable changes, Cultural Transformation Projects that identify both your organization’s and your employees’ current and desired values and are implemented with purpose , will help you become a healthier organization in many respects. A healthy organizational culture eliminates the reasons for resignation and allows you to continue strengthening your position in business world.
As RNA Change Management, we are ready to be your business partner with Cultural Transformation Projects that we can measure using Barrett Cultural Assessment tools and design in accordance with ACMP standards.
Elif BAZİKİ