A large part of the Great Resignation is probably related to people not being happy with what they’re doing. Stands to reason. But quitting might be the wrong way to deal with unhappiness. Or job dissatisfaction. Here’s what I think: employees that are thinking about quitting and the companies they work for would rather address these issues constructively and creatively rather than suffer the disruption of resignations. Each of those potential resignations are opportunities to be open and transparent, listen and communicate, and make a positive out of a pending negative. They should be opportunities for adjustments (job and/or wage) or internal promotions. Effective leaders actively deal with the issues that are making people want to quit: one dissatisfied employee at a time. If they don’t, employees resign; or worse, they stay and continue to be dissatisfied and unmotivated. Leaders who really want to stop this Great Resignation problem must be ready to put everything on the table, think outside the box, and make the kinds of changes that are needed to address any underlying causes of employee discontent. If you’re unsatisfied at your job: know what you want, speak your mind, and change your circumstances. If you’re in charge: accept the fact that 10% of your employees are probably dissatisfied and thinking about quitting; don’t just talk about doing something to retain your best employees… do it. Change each of their circumstances and minds and change yourself and your company (and possibly the world) today.
Gloria Anzaldúa (1942 – 2004): American scholar and writer of Chicana and feminist cultural theory
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