Tips to Survive the Great Resignation
January 14, 2022

Beginning in early 2021, American employees quit their jobs in droves, leading to what is now referred to as “The Great Resignation.” This phenomenon is not affecting any one industry but every industry across the globe. From restaurant staff to upper management, companies feel the stress of hiring and retaining employees. At HR Anew, we understand that this new playing field can be challenging to navigate. We’ve rounded up a few helpful tips for employers with ideas for how to survive The Great Resignation. 


How did this happen?

Before we can understand the whole problem, we have to look at this issue’s root cause. Many factors have led Americans to quit their jobs to pursue different careers. One such example is that women have become full-time caretakers during the pandemic. Another is that employees are becoming more selective about their career path, valuing job fulfillment over a hefty compensation. 


How can organizations adapt?

As we move into year three of a global pandemic, organizations have had to adapt in ways HR professionals never imagined possible. From remote work to quarantine protocol, the book is being rewritten when it comes to ensuring an organization’s HR standards are up to par. So now that businesses are facing the Great Resignation, how can they adapt to meet this new challenge? Here are a few helpful tips:

  • Build a Culture of Positivity and Transparency: A full-time job is no longer about making ends meet for many workers. If a potential employee spends 40+ hours working for an organization, they want to make sure it’s the right one. Potential job market applicants are looking for businesses that value their employees. As an organization, you have to walk the talk and stand by your commitment to value and respect your team members. One way to accomplish this is to create a culture of positivity in the workplace. Always encourage open communication and transparency on all levels of the organization. Keep in mind that any cycle of negativity or micromanaging will build resentment in your employees, which will cause them to look for different opportunities. 

  • Promote Employee Wellbeing: Health is about more than just physical exercise. We also have to prioritize our mental well-being to be our best selves. Employers are learning to incorporate emotional and mental wellness as a priority in their organizations. Creating a culture that prioritizes an employee’s wellness can help prevent burnout. 

  • Be Flexible: This topic can be a hard pill to swallow for many traditional businesses. Traditional office environments are changing, and employees want more flexibility from their employers. Consider evaluating your organization’s Paid Time Off (PTO) structure and find ways to make your business more competitive for potential hires. 


Until employers can pivot and adapt to this changing workplace landscape, The Great Resignation may be a phenomenon that’s here to stay. HR Anew recruiters can help your company or organization meet these recruiting challenges.


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