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The Great Resignation Challenge

#TLDR: How to know what #employees want during #greatresignation? Using #Maslow framework can provide effective #insights


In these times of #greatresignation, many companies are struggling to figure out what exactly would help them to #retain their talent and increase their #engagement. Traditional methods (like more #perks, higher compensation) are delivering limited benefits, which is making this issue more complex.


However, the more people I talk to, the more I realize that #employers need to look at this #postpandemic era differently. The last couple of years have given most people time to reflect on what they really want from their lives. They have achieved a higher sense of confidence about their own #capabilities and have had time to imagine their #future.


In this #future, #tradiational #compensation plays a limited role. From a #employer perspective, there is a need for a #pauseandreflect. I strongly believe that most companies are ensuring fair compensation for their key employees (and many may be striving to pay a bit higher than the competition). And compensation for me includes tangible money as well as time and efforts being invested in employees by their management, the total of which I like to call #investmet in the employees.


The question that I ask is around #effectiveness of such #investment. I like to use the famous pyramid by #Maslow for this purpose and hope that you find it useful as well. So, here it goes.


At the base of the employee pool, we have people seeking basic benefits of employment (paycheck to pay the bills and safety perks like health insurance). This area is a promising ground to find raw/hidden talent that can be moved up the pyramid, but it is difficult to engage this entire population beyond the transactional nature of their approach to the job.


The middle part of the pyramid is the most interesting and open to be engaged and retained. It is also the part that if not catered to effectively, can fall into the lower part and leave or disengage!. As a manager, I always strived to keep this part of my organization #healthy and #content.


The top part of the pyramid is a very small group where employees are no more looking at their managers for engagement, but have found their own life purpose in the job and the company where they work. These are the brand ambassadors for your company, your team.


The current #greatresignation crisis that I see is happening mostly with the middle part of the pyramid, which is made up of those who have the feeling of #belonging and #esteem in their current work. It is also the reason why traditional methods are having less effect on their retention and engagement. This group is looking for #meaningful investment in their professional lives by the employer and their management. When they do not see the avenues to validate such #attention on them by the company, they are prone to jump ships or to disengage.


#PBJAM is a great place in your toolset to #nurture this middle band of your organization. Not only that, but #PBJAM is also effective in helping you pull the raw/hidden talent from the lower band to ensure a #growing and #thriving middle band.


What has been your experience? What #retention and #engagement tools have worked for you? Write here about it!


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