There was unhappiness with pre-pandemic work arrangements was exposed in the great resignation.  People were forced to reconsider their occupations, work-life balance, long-term aspirations, and working conditions as a result of COVID-19. It is difficult to anticipate when this wave of resignations will cease, but companies may prevent their employees from leaving by making modifications to both their recruiting and employee retention management methods.

Because of poor pay and tremendous stress, front-line workers in the hospitality and retail industries have had enough. It was estimated that 971,000 people in the hotel industry and 721,000 in the retail sector resigned as of October 2021, according to the Bureau of Labor Statistics Job Openings and Labor Turnover Survey.

Employees Quit Their Employment for A Variety of Reasons

The most common cause of excessive employee turnover was pay that fell below the federally mandated minimum wage.  Employees quit their employment for a variety of reasons, including work-related stress.

There are a lot of things that restaurant workers have to deal with daily, which might harm their mental health. According to the Black Box Workforce Intelligence survey, they are also more likely to encounter emotional abuse, contempt, and harassment from customers, bosses, and colleagues. Customers had to remove their masks while dining, making it easier for them to contract infections, so they don’t feel secure going to work.

The retail sector also had a tough time, losing 2 million workers when the pandemic broke out in early 2020 due to shop closures. Due to the spread of the virus and the ever-changing nature of everyday life, employment became extremely stressful for those who were able to maintain their jobs. Working too many or too few hours is also a problem for these workers.

Also highlighted were childcare (particularly for women), higher-paying occupations like warehousing and logistics (due to altering consumer behavior), the need for a flexible work arrangement, the necessity for a solid fixed income, and the absence of professional growth and advancement chances.

In light of the expected high turnover rate this year, building a warm and welcoming work atmosphere is essential to attracting and employee retention.

Guidelines for Employee retention

1. Hire the Proper Individuals

You must first ensure that you hire the most qualified candidates.

Get creative with your ideas regarding the kind of candidates who might be interested in working for your company. Listening and interpersonal skills are important in a job candidate. A guest-first mentality would be a plus.

Make your job description as specific as possible. Concerning recruiting a contact center representative, how many years of experience is required for this position.  What kinds of abilities are needed? Do you have to have a certain industry experience, such as eCommerce or banking, to apply for a job? Describe the day-to-day responsibilities and what constitutes success in the role.

Beyond the job requirements, provide applicants with realistic job previews to control their expectations.

The use of proper pre-employment evaluations, such as personality questionnaires, may help companies ensure that new hires are a good match for the organization. You should also conduct situational judgment tests as part of your assessment process to see whether the candidate is a good match for the job.

A successful first day on the job is all about making your new hires feel welcome and comfortable in their new role. Make a nice first impression by onboarding properly. Formulate a plan that outlines their day-to-day tasks. Allow a recruit to shadow an experienced employee for the first week to get a sense of the day-to-day activities of the workplace. Set up frequent check-ins with your customers so that you can answer any problems or queries they may have.

People who work for companies that have a good onboarding process tend to stay longer and have a better employee retention experience.

2. Relevant Employee Perks

Workers are leaving their employment in search of better-paying opportunities, according to National Economic Council Deputy Director Bharat Ramamurti.

A lack of appreciation for the hard work and dedication that your staff put in every day may lead to a loss of productivity.

Paying your workers a competitive wage may help your bottom line by encouraging them to be more productive. Consider the following elements when determining whether or not you are providing competitive pay: job title, experience level, industry, area, and job availability.

Even if you’re unable to raise salaries, you may be able to give additional incentives such as enhanced yearly leave; higher pension/health care contributions; savings accounts; commissions; bonuses for referrals; and profit-sharing if you can.

Establishing the foundation for a successful incentive program requires a constant cycle of benchmarking against industry norms as well as re-evaluation and revisions based on your organization’s progress and the average tenure of your employees.

3. A Firm That Values Its Employees’ Professional Growth

One of the most important sources of workplace happiness is career advancement. Employee happiness is directly linked to a person’s ability to progress through the ranks of a corporation.

There are just 52% of retail front-line employees that get regular training, according to Axonify’s Annual Global State of Frontline Employee Training report. Workers on the front lines reported feeling less protected and supported than those in the back office.

Training should be repeated to be successful. Employees should be able to develop their present talents while also learning new ones as part of a continual process. Consider that great retail training goes beyond just teaching employees how to use point-of-sale equipment. Customer service and communication abilities, for example, are vital soft skills to have in every job.

To assign appropriate growth plans, managers must keep track of their employees’ progress. Employees that are properly taught contribute to operational excellence and brand promise compliance.

As an example of a corporation that appreciates its employees’ professional growth, look no farther than Marriott International. A wide range of educational opportunities is made available to staff at all levels, with a particular emphasis on the development of job-specific skills and the broadening of knowledge about the organization as a whole. As a result of these initiatives, Marriott now has a pool of qualified workers from which to draw when openings in higher positions arise.