4.3 million people quit their jobs in September as the “Great Resignation” continues to pick up steam. This as thousands of companies continue to pretend that this won’t have any impact on them.
In a recent survey of people who quit their jobs within the last 12 months a full 79% reported a major reason for leaving was the feeling that their efforts were not appreciated by their organizations.
But the question is, where did that “feeling” of no appreciation come from?
In many cases it came directly from “management” not listening to their employees. I’d hazard a guess that many of the companies that lost employees told their people that “we are listening” to you. Some likely made a big deal out of their desire to listen to their employees. They encouraged their people to “speak up.”
Maybe those companies actually listened and maybe they didn’t. And therein lies the problem. The employees have no idea if they are being listened to because they receive no feedback on their suggestions, questions, or complaints. They don’t see any changes come about because of their efforts to communicate.
The lack of change or feedback leads people to believe that management doesn’t value their input, experience, or knowledge. Looking at it objectively I’d have to say the people are almost certainly right.
It’s always been that way to some extent. Today, for a variety of reasons, people are more likely to leave the company than put up with it.
To be clear people are quitting their jobs for a wide variety of reasons but if you don’t solicit input from your people they are likely to leave faster. If you do solicit input and then appear to do nothing with it they leave even faster.
If you are a leader in your organization you must make certain that EVERY suggestion, question, or complaint is responded to. You must make every effort to receive those suggestions, questions, or complaints with an open mind. You must be willing to guarantee that no matter the feedback from employees there will no retaliation of any kind.
Most of all you must be willing to change what makes sense to change. You should also be prepared to explain, with some detail, why something cannot change.
Explaining a policy or why things are done a certain way does not make you a weak leader. Someone asking why something is done a particular way is not challenging your leadership. In most cases they are trying to help. They are trying to make a difference.
Communicating with the people you lead makes them feel valued. Feeling valued is more important than money and benefits. It’s so important that people would rather quit their jobs than sell their souls for a paycheck. If you’re running a business and you haven’t figured that out yet then you best be buying a whole bunch more “help wanted” signs cause you need a lotta help.
Some organizations will indeed be impacted less by the Great Resignation. That’s because they do more than merely listen to their people, they do something with what they have learned by listening.
2 thoughts on “You’d Better Do More Than Say You’re Listening”
Why do you think this is happening? In my younger days, I just shut up and work harder to make a path for myself… I think that paid off in time, since I learned not to give up.