Coming and Going: Why Employees are Leaving Post-Pandemic and What You Can Do About It

Oomph. That hurt. Like a sucker punch to your gut.

Your employees are leaving, and you don’t know why, or maybe you do. Either way, they are saying “Sayonara” or “Arrivedera” – and you are thinking, “They were fine a week ago?”

So why are they leaving perfectly good jobs with good salaries?

I’ll tell you why.

Because most employees just had a rude wake-up call and time to reflect on what they really want from a career and an employer. The last 18 months have not just been about meal delivery kits and Covid puppies. People are pausing to re-evaluate what will truly make them happy. And here’s something that may surprise you: It isn’t always about money.

Here are a few things that are creating the perfect storm for attrition:

1.) The job market is better – and is very good for passive seekers. Plenty of jobs and headhunters are hard at work. In case you didn’t know, I will tell you a little secret: They don’t want job seekers. They want the employees NOT looking for jobs. This means they are sliding into DM’s and leaving messages on Linkedin to pitch your employees new opportunities.

2.) Employees who may have been ready to leave pre-Covid are now really ready to go. They may have stuck it out because of market uncertainty or lack of new opportunities, but those who were polishing their resumes in 2020 are now revisiting the job search.

3.) Many workers like working at home and do not want to return to the office. They are looking for employers who allow them to embrace their newfound flexibility and freedom. Over the last 18 months, employees have enjoyed working abroad, taking walks with their furry friends, and saving hours commuting.

I don’t say this to burst your bubble or make you feel helpless. The truth is, some of these employees want to leave you, and you will not be able to stop them.

Here’s what I recommend:

1.) Talk to them. Talk to your employees before they are even thinking of going. Consider holding internal dialogues such as “Stay Interviews” or “Appreciative Inquiries.” This is where you can ask employees what they like about their work, the culture, or the company. Take inventory of anything negative that comes from the conservation to track warning signs an employee is considering leaving.

2.) Eqip your Leaders.

Educate your manager and share knowledge of how to look for signs of disengaged employees. Often, a manager picks up on a behavior or pattern that indicates the person may be ready to move on or is starting to think about leaving.

3.) Let them go. 

That’s right. If they leave and they succeed in their next role, they may pick up skills and talents to bring back to you. Sometimes your boomerang employees (those who leave and return later in their careers) are the best ones. Stay in touch with them after they leave. They may realize the grass isn’t always greener on the other side.

If you want to hear about our work with “Employee Stay Interviews”, get in touch. I’d love to share some ways we have positively impacted and retained employees through this innovative process.