The “great resignation” doesn’t have to be a bad thing.
What if, instead of treating each person who left as persona non grata, we embraced what they want to do next, and actively supported it?
For those employees who want to find a new role somewhere else, how can team leaders support them in their application, train them up, and give them what they need to move on to the next thing?
For those employees who are moving into freelancing, how can you provide some support and an on-road to potential projects or resources like working space, whilst they’re finding their feet in those early months, and use them as on-demand talent.
For those employees who want to leave and commit their time to creating something new, turn a side project into their main focus, start a business — how can you invest (literally and figuratively) in the early stages of that thing, to give it more of a chance of success? For you and them?
For those employees who are just moving on, how can you create a sense of alumni, and build a network of experience and knowledge from the community of people who have been part of your organisation, which you can call upon in the future?
Imagine if every employer actually invested in the entire career of their people, rather than just when you have them ‘on payroll’.
Imagine how much we’d benefit from a new hire’s investment in talent, when they arrive with us?
Imagine the return on investment, as all of those individuals do well, create gains for themselves and you over time.
Imagine actually having a post-employment-community of thousands of people who you can continue to benefit from, as much as they benefit from you?
You don’t have to imagine it, you just have to do it.
Don’t try your best to hold on to people, try your best to invest in people so they flourish, and figure out ways you both can benefit from their growth, wherever they choose to work tomorrow.
Resignation isn’t the end of something.
It’s the next step in your investment portfolio of brilliant people.