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4 million people, or 2.7% of US workers, quit their jobs in April of this year, earning the title of the “Great Resignation,” and breaking a 21-year old record. This mass movement in the workforce must have some great explanation, right?

Workers who pushed through the pandemic at the same adequate job are finally deciding to move away. After all, there are nearly 9.3 million available jobs in the US right now.

The pandemic allowed people to reevaluate their career goals, giving them new inspiration for themselves and a desire for a better work-life balance. Transitioning from choosing your own hours created in the convenience of your home to a regular work schedule is not easy. Many workers are unable to make this transition happily and comfortably, and instead, are saying goodbye to their old jobs. 


They may feel a lack of value and purpose in their return and choose to jump ship instead of finding a new normal. 


In all, 41% of workers globally are considering leaving their current employer this year, according to a survey from Microsoft.

Don’t worry…hope is not lost for you, your company, or your employees. As an emotionally intelligent leader, you can help smooth this transition by valuing, appreciating, and respecting your employees.

Value: Create an environment that encourages connection between employees and yourself. Let your organization foster friendships between colleagues by devising social events catered to your employee’s comfort levels.


Appreciate: Collaboration is key within a business, so let each of your employees speak their mind and get a chance to give input. Even if half your company is still virtual, make time for those tuned in via phone to share their thoughts. Showing appreciation for how each employee contributes to the overall success of the company goes a long way to building loyalty.


Respect: Let your employees know you value their time and effort at your company. Offer one-on-one time with each employee and listen, rather than speak. Allow them to share with you their core values and goals so you can help encourage a work culture suited to their individual needs.


Google recently created a project called Project Aristotle with the goal of answering the question: “What makes a team effective at Google?” They found 5 important characteristics of effective teams:

  • Psychological Safety: High psychological safety means employees feel confident and safe to take risks around their team members.
  • Dependability: Dependable workers deliver quality work on time.
  • Structure and Clarity: Clear, challenging, yet achievable goals give employees an understanding of their job expectations.
  • Meaning: A sense of purpose gives employees the motivation needed for team effectiveness.
  • Impact: How the results of work personally benefit employees.

These 5 characteristics are not dependent on each individual who is on the team, but rather on how the team works together to mutually benefit everyone. An effective team is one that works together well with the guidance of a leader who listens, understands, and makes changes when needed.



Diving into the Great Resignation and what it means for American Workers: https://www.morningbrew.com/daily/stories/2021/07/02/diving-great-resignation-means-american-workers?email=%7B%7Bprofile.email%7D%7D

Going Back to Work in the Office: It has to be Worth It: https://www.gallup.com/workplace/349772/going-back-work-office-worth.aspx

Workplace Relationships: 5 Ways to help Leaders Navigate a New Normal: https://meaningfulalignment.com/workplace-relationships-5-ways-to-help-leaders-navigate-the-new-normal/

Understanding Team Effectiveness: https://rework.withgoogle.com/print/guides/5721312655835136/

Optimizing the Team Ecosystem- Building a Foundation for Success: https://www.executivecoachingconnections.com/discover/team-development-optimizing-team-ecosystem?utm_source=newsletter&utm_medium=email&utm_campaign=may-2021

Motivating Employees through a Deeper Sense of Purpose: https://rework.withgoogle.com/case-studies/KPMG-purpose/

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