According to BBC, the Great Resignation was undoubtedly triggered by the COVID-19 pandemic, but this is an ongoing process that continues today. During and after the healthcare crisis, more and more people in the US and abroad have started to question their careers, including their jobs, their current success, and their future satisfaction. This process began with boycotting the companies and institutions that didn’t provide adequate remote-work support during the pandemic, but now workers are questioning the values of the companies they work for, and how these values align with their own.
Employees in the US and abroad are currently looking for new jobs, and leaving toxic workplaces en masse, while seeking more flexibility and higher wages. According to a recent survey by The Conference Board, 31% of respondents said they are actively looking for a new job. Furthermore, a quarter of the Millennials and a quarter of the women who participated in the study said they have already left their jobs because of work fatigue. Stress and burnout are clear indicators of dealing with toxic workplaces, so it comes as no surprise that these employees have ultimately decided to quit.
To effectively retain workers and create a healthy and productive work environment, HR managers must first ensure they understand the key differences between toxic and healthy workplaces.
Are Workers Paid Unfairly?
Balancing the pay scale has always been one of the most difficult tasks for managers and HR managers. In fact, three in four Millennials say that higher pay would influence their decision to stay with their companies in the future.
According to Wharton management professor John Paul MacDuffie, workers determine their own appropriate compensation by comparing the ratio of inputs (such as professional experience and the tasks they perform on the job) to their outcomes (salary and benefits). “If the ratio is not equal, it causes a psychological strain that the employee wants to resolve,” he adds.
Are Some Employees Chronically Stressed?
According to WebMD, chronic stress is a clear sign of being part of a toxic work environment. Moreover, stress is also linked to a higher risk of infections, high cholesterol and blood pressure, as well as conditions such as obesity, cancer, heart disease, and autoimmune diseases. Workers who feel stressed, anxious, or burned out may need to prioritize self-care and could leave their jobs to ease or prevent burnout. To avoid this, managers need to ensure they provide workers with balanced workplaces and reasonable workloads, while also prioritizing workplace mental health.
Are Workers Dealing with Microaggressions?
Microaggressions can occur in all types of conversations, at the workplace or elsewhere. According to the Harvard Business Review, microaggressions are common during job interviews, when HR managers evaluate candidates from diverse demographic backgrounds, during performance reviews, and in customer service. While the insensitive topics, questions, or assumptions that make up microaggressions may seem innocuous at first, recent research indicates that their effects are anything but micro. According to a study cited by the Harvard Business Review, 7 in 10 employees said they would be offended by a microaggression, and half said a microaggression in the workplace would cause them to consider quitting.
Does Your Company Struggle When It Comes to Flexibility?
The Conference Board study showed that flexibility was among the top reasons for quitting in recent years. There’s no question that the COVID-19 pandemic has disrupted work patterns and schedules, but what may come as a surprise is that many employees now want more control over their working hours and locations. According to a recent McKinsey survey, 87% of American workers who are offered at least some remote work take the opportunity and spend an average of three days a week working remotely.
Do Workers Feel They Lack Support or Respect?
According to the MIT Sloan Management Review, disrespected workers and those who feel they are not getting the support they need from their companies tend to quit. One of the reasons why showing respect has proved problematic in recent years may have more to do with remote work than with actual gratitude. According to the article above, it is now harder than ever for managers to show respect to their employees and colleagues because the typical signals of respect are largely based on in-person interaction. However, small steps like encouraging people to communicate, practicing active listening, and recognizing workers’ achievements can be extremely important when it comes to showing respect.
Building Healthy Workplaces
The Great Resignation has already proved that building healthy and productive work environments is by no means an easy task. However, if the answers to the questions above tend to be positive, managers and HR professionals will know what needs to be done to improve their efforts and turn their toxic workplaces into healthy ones.
