When Good People Leave

by Matt Poepsel, PhD

Today we’re going to be talking about when good people leave. I took this from today’s headlines, nearly 1/3 of workers plan to quit. That’s a lot 1/3 of workers plan to quit. We think the resignation has been in effect for a long time, and it has. But according to this survey recently by the Conference Board, it is going to continue. According to the article, nearly one out of three workers planned to quit their jobs within the next six months. And for those that had quit, nearly one in four had left their jobs due to higher pay with 17%, quitting for a more flexible work schedule.

So making sure that wages are competitive and that they’re getting the flexibility they want. These are some of the main reasons not the only reasons that employees want to leave their jobs. And it led Rebecca ray to say this, despite the worries that recession and the hiring slowdowns and layoffs that often result from a downturn, the labor market remains strong, and the robust jobs market is continuing to empower workers, empowered workers. Now, of course, there’s going to be an inevitable effect when employees especially good employees leave the organization. And you know, we’re talking about dominoes.

Now this dominoes, but we’re talking about dominoes. So what is the domino effect that happens when the dominoes fall, and when we look at it with a talent optimization framework as a lens? Well, when it comes to design, we think about teams working together, talent optimization teaches us to think about team dynamics. Whenever there’s a team member who’s missing because they quit, then the team dynamic shifts. Now all of a sudden, we could see some overuse strengths, we see some gaps in our capabilities relative to the work that we’re being asked to do.

Even when new team members show up new team member new team, it could be an entirely different set of dynamics, depending on who we hired to replace them. So design is absolutely impacted by workers who leave. What about hiring, obviously, candidate volume is gonna go up. So many talent acquisition teams are thinking, geez, we’ve been through this a lot. Now, because of the resignation, we thought we were gonna get to the end of it, because we’ve got other things that we need to do, especially if you’re in an HR organization that does all the different things, not even just hiring, but all the things, then you’re like, When am I going to get a chance to go back to all the other stuff I’m trying to do?

I’m just constantly on this treadmill about trying to make hires, for inspire inspires the domain of that privilege relationship between a manager and his or her direct reports. What about peer relationships? So now all of a sudden went up close peer leaves. Some workers are thinking, Am I the only sucker Am I the only one who hasn’t left like if something wrong with me if I don’t leave, like it creates all kinds of dynamics and challenges when you see somebody who was perhaps even your best friend at work, you know, that’s something that’s important for retention, if they leave that can have an impact as well. And finally, diagnose when you think about the employee experience.

Whenever there are people who go missing, targets get harder to achieve, processes can begin to break down the employee experience can erode. So when we start thinking about employee performance, and employee experience can be negatively affected by workers who inevitably leave. The good news is that talent optimization and falling it decreases the likelihood that workers are going to leave, it will still happen, depending on a given workers situation, when it does, assimilating new team members, trying to help understand where there are fits and gaps, trying to make sure that we do all the talent optimization practices we need in order to protect the organization’s bottom line and the employees experience are just heightened, more important than ever. So even though the trend doesn’t look like it’s going to slow down in terms of the resignation, there are ways that we can use talent optimization to make sure that we can head it off and address it as best as we can.