Methods for fighting the Great Resignation are everywhere now -- and rightfully so. Instead of businesses dangling a carrot in front of job-hungry top-tier candidates, they're now chasing the best and brightest.
There's a bit more to it than that, according to a recent study by benefits company Unum, but the essence of it is rest and well-being. What does that look like? Generous PTO (No. 1 on the list), family leave (No. 2 on the list), and remote work/flexible work options.
Some companies are already on the remote work bandwagon. In fact, WFH shifts have generated some of the biggest buzz since a wave of resignations hit last year.
According to The Washington Post, other nontangibles have been part of the effort to keep the best on board, including simple things like structured appreciation (e.g., kudos offered during meetings and reviews) and more intentional staff support.
And, yes, salary is always part of the equation, but increasingly, employees are more concerned with burnout. They want work-life balance as a norm, instead of as an exception to the rule. Many value this more than a high salary.
As Business Insider reported late last year, Gen-Zers and Millennials alike prioritize general well-being and mental health. Part of that means time away from work -- and an ethos of "work to live" not "live to work."
As we head into a new year and eye growth, business development, and expansion of our companies, I urge you to think about the benefits you're offering your talent. Taking care of them is not simply about money; it's about recognizing them as human beings, with needs that extend beyond the workday.
Oh, and one more key part of the PTO/WFH equation: Trust your employees to do the work you give them, wherever they're working. Give them autonomy and the freedom to do good work and you build a loyalty that is hard to overturn.