Why Are Workers Quitting? New Reasons for the Labor Shortage

Why Are Workers Quitting? New Reasons for the Labor Shortage

THE BIG QUIT: I hear a lot of grousing from clients now about the challenge of finding workers. Many are sure that the reason for the current labor shortage is that: “No one wants to work!” That may be one reason, but an additional issue is just how many workers have skedaddled from their jobs over the past year, leaving more vacancies to fill.

In April, for example, over four million workers left their jobs, according to stats on a recent “It’s Been a Minute” podcast, Why Workers Are Quitting, July 18, 2021.

WHY PEOPLE LEAVE: Despite the common desire to find a one-size-fits-all reason for the exodus, the reasons are complex. Experts cited in the above podcast, for example, indicate a number of reasons, including:

• Long hours;
• Anxiety about Covid and the state of the world;
• Not feeling valued;
• Lack of decent pay;
• Poor communication from leaders; and
• Safety concerns.

Betting On Themselves: Perhaps surprisingly, many workers — even those with lower paying jobs — left in order to take a pause, to figure out what they wanted in their lives, to find more balance, or because of burnout. Frequently, these workers left without the security of a new job in place. Instead, they were bravely “betting on themselves,” confident that their skills or chutzpah would lead to a new path.

Flexibility is Key: A recent survey found that 50% of remote workers would quit if they were required to return to in-person work. Even among front line workers, many left jobs seeking different hours because of commutes or childcare.

What Should You Do? 

Love The One You’re With: Conduct regular “stay audits” with leaders; make sure that they’re communicating with staff about how much their people are valued and seeking to find out what employees need and want to stay with your organization. Focus on helping current staff grow and develop, rather than complaining to them about their lack of skills or creating harsh environments.

Help Them Flex: The days of one set of hours and job descriptions are long gone in most progressive organizations, but the past 16 months have torpedoed any hope that we’ll go back to the “not-so-good-old-days,” when everyone stayed at the same company until they claimed a gold watch. Offer as much flexibility as you are able in terms of hours, location, remote work, and benefit choices.

Train, train, train: People will still stay put for a leader they love and abandon one they loathe. Make sure that leaders, managers, and supervisors know how to coach effectively, avoid legal and values minefields, create supportive environments, and hire the best.

For more ideas about retaining employees, go to our Monday Memos.

What Do You Think?

What reasons have you found for workers leaving your organization? Contact us at: 303-216-1020 or Lynne@workplacesthatwork.com