3 Steps to defend against the Great Resignation

“I’m giving you my two-week notice.”

That is one of the worst phrases any leader can hear. But it’s a phrase many leaders will hear in the coming days and months.

40% of people want to change their jobs this year, according to a Microsoft Work Trend Index. The Great Resignation is here.

As a leader, what are you doing to defend against the Great Resignation?

With the leaders I work with, retention is becoming a top priority. They want to be proactive in retaining their top talent and avoiding the Great Resignation.

That’s why in today’s Scoop, I share the three steps to retaining your talent and avoiding another two weeks’ notice.

Listen to the podcast where I cover the three steps in greater detail

Step 1: Understand what drives your team

At its core, retention is about feeding each team member’s primary motivators/driving forces. When their driving forces are being fed, they will be engaged, love their work and your chance of retaining them goes way up. We call this feeding their force.

When you fail to understand what motivates them or try to motivate everyone the same way (i.e., bonus/money), they will either be unengaged and/or leave to find an organization that will feed them. So how do you find out what drives your employees’ actions and decisions at work.

There are two ways to figure out the driving forces of your team members:

  1. Share and talk through the 12 driving forces (use below) with each direct report and have them tell you what one or two driving forces resonates with them and gives them energy.
  2. Take the Driving Forces behavioral science assessment to uncover their driving forces accurately and objectively with a 20-page report.
12 Driving Forces Visual

Whether you choose to use an assessment or not, taking the time to understand what motivates each team member will give you the information needed to retain that person. I have seen companies achieve 94% retention rate using this approach.

Step 2: One-on-one meetings with each team member

The pandemic has caused people to reevaluate how their work/career fits into their life which is what is driving these record resignations. In many cases, the priorities/motivators in their life changed over last 18 months.

To ensure you retain your talent, you need to understand where each team member is at. It’s about checking in with them and seeing if the pandemic changed “how” or “why” they work. In essence, it is on boarding a current team member. We call this step Reboarding.

Read the article that covers our Reboarding Process

Step 3: Feed the Force

The third and final step to retain your talent and defend against the Great Resignation is to feed each direct report’s primary driving forces.

Once you uncover what drives each team member, put a development plan together that feeds their primary driving force. Let me share an example to show you what this looks like:

Let’s say your team member has an Intellectual Driving Force – they are motivated to learn when they come to work. To feed that driving force, ensure that team member always has a development plan in place, so they consistently get the opportunity to learn new things. Their development plan could include reading a book a month, attending trainings, conferences, or webinars to enhance their knowledge.

The key to retaining your talent is to tailor how you motivate them based on what drives them. Of course, some people may be motivated by similar things, but there will be no one-size-fits-all approach to motivating and thus retaining your talent.

Team members who are engaged and motivated by their work do not look for new opportunities, which minimizes the number of times that you’re going to hear the worst phrase that any leader wants to hear.

Recognize that as the leader, you have the ability and responsibility to enhance the engagement of those you’re responsible for. To defend against the Great Resignation, you must Feed the Force!

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