Here’s Why Your Top Talents Are Leaving

Here's Why Your Top Talents Are Leaving

The COVID-19 pandemic greatly affected the way businesses operate, contributing to the overall downturn in global economies. Now, more than ever, companies are struggling to stay afloat, and staying employed is a top priority for many in the workforce.

These sudden and rapid changes have prompted a wave of workers—top talents included—to leave their positions. As a result, the talent landscape and job market now face an unfamiliar situation that HR professionals will need to navigate to prevent these losses.

This article will discuss why top talents are resigning despite the pandemic and ways your business can address them.

1. Issues with company management or leadership

In light of the uncertainty that the pandemic has brought, employees looked to direct supervisors and upper management to provide critical communication and direction. Lack of transparency for the company’s crisis strategy and direction can affect confidence in workplace leadership and prompt some employees to leave.

Additionally, current circumstances have brought new challenges to the workplace and affected productivity and employee morale. Workplace leaders who are tone-deaf or unresponsive to these struggles can also end up alienating even top talents.

It is crucial to keep employees in the loop on the company’s strategies and changes in response to the pandemic. Providing a channel for employees to voice their concerns and feedback also gives management insight into these pain points to address them better.

2. Prioritizing family and well-being

The COVID-19 pandemic has impacted people on both a physical and psychological level. The combination of fear of getting infected or bringing home the virus to their families and the added stress over the changes in the “new normal” have taken its toll on workers. As a result, employees prioritized their physical and mental health, even at the risk of leaving their positions.

In the face of the virus’ threat, companies need to adopt more flexible and compassionate policies to accommodate these emerging needs. This includes offering mindfulness and mental health resources and more flexible remote workdays for employees attending to families.

3. Lack of COVID-19 response and adjustments

With the rapid spread of COVID-19 across the globe, on-site business operations were highly discouraged to minimize the risk of infection. If remote work was not possible, businesses were urged to take the proper precautions and provide personal protective equipment (PPE) to on-site employees, customers, and other personnel. 

Businesses that failed to provide the proper response to the pandemic effectively pushed their top talents out. Not being flexible enough to shift to remote work, the lack of the necessary PPE, and skipping on policy changes to prevent the transmission of the virus do not bode well with employees concerned about their families’ and own well-being.

Putting employee safety and well-being at the forefront of your business is essential to addressing this issue. Complying with the health and safety guidelines as proposed by the government and health institutions is a crucial first step in this direction. 

Aside from this, pay close attention to their specific concerns. Find solutions that work to reassure their safety when working.

4. Difficulty with work-life separation

As businesses have shifted to a remote work set up to comply with public health measures, the nature of the workplace has changed. Employees find themselves struggling to remain focused and productive working from home. On the other hand, some may overwork due to the lack of boundaries between work time and rest.

There are several ways that both management and employees can work towards establishing healthy boundaries

On the company side, utilizing digital tools to manage projects and timekeeping can provide more structure to the workday. This also prevents overworking by allowing employees to “time out” from their digital workspaces. For employees, one-on-one sessions with their managers will allow their specific needs to be recognized and addressed.

5. Struggle for career growth

The sudden shift in operations has changed the dynamics in the workplace. Remote work makes it difficult for employees to prove their capabilities and pursue opportunities for career growth. Without face-to-face activities like open collaborations and brainstorming sessions, it becomes difficult to make proactive efforts visible to the higher-ups.

Now, more than ever, digital tools play a vital role in shifting the workplace to a digital front. Not only can these tools be used to parallel previous face-to-face activities, but they can also be used for upskilling and online learning. Additionally, focusing on output delivery and quality over time spent working is a better metric for remote work.

6. Need for better compensation and benefits

Every kind of company—whether it’s a start-up or a recruitment agency in the Philippines—is expected to provide fair compensation and benefits to its employees. However, some may find that their current benefits are no longer enough or lacking. As a result, top talents are resigning from their posts despite the risk of being jobless.

Companies need to monitor the overall situation closely and re-evaluate current policies. Qualified achievements for merit increases, company health insurance coverage, and salary structures are some aspects that can help retain valuable employees. Management should regularly check in with teams to better understand how to provide these benefits at the right time.

Make Your Top Talents Stay

Until the vaccine is widely available to the public, the changes that the new normal brings are here to stay. Keeping top talents within the company is a matter of working with them and ensuring that all their concerns are met. At the end of the day, investing in your best people will help your company’s success in the long run.

Arvin Ramos