Four ways to combat the expected rotation tsunami

After more than a year and a half of unusual and often lonely working conditions, many employers see a new direction with turnover.

Rotation is the new pandemic. Many employees are moving to what they believe to be greener forages. And whether we’re willing to admit it or not, the churn wave will hit every business.

For HR staff, this is not the time to relax and watch what happens. Rather than ignore the impending flood of resignations, HR departments should seize this opportunity to improve their processes and resources to address issues from a higher level.

To meet these challenges head-on, the time is right for HR teams to be proactive in implementing strategies and procedures that increase retention.

Stay one step ahead of the next rotation

First of all, you need to make sure you stay competitive in the market. They are your compensation plans and benefits relevant? It is time to have a more complete attitude. In the last year and a half, you may have trimmed the margins to make sure the lights are on; however, in an extremely competitive job market, this might be the perfect time to take a second look at the changes.

A strong compensation system that your company can manage both now and in the near future will be crucial to keeping your most valuable employees long-term. But, unfortunately, employee turnover is not a sweet baked good.

Give room for growth

What is the best method for employers to encourage workers to think about making their next career change at home? You need to ensure that you provide employees with a clear path to their next big career opportunity.

Recent statistics show that more than half of the interviewed employees are concerned about their job prospects due to a skills gap. At the same time, 44% are more likely to stay with an employer that offers educational opportunities.

Offering career advancement should be more than just developing a skill set. Make career paths clear within your organization and share them with all employees. Also, let them create their own pathways by offering cross-training opportunities that allow them to spread their wings and gain knowledge outside of their particular area of ​​business.

Training and professional development programs not only help improve essential skills, but also give employees the confidence to invest in their future within the company.

Burnout causes rotation

While working from home gave some employees more flexibility, it also blurred the distinction between home and work for many. What did it mean? Digital exhaustion is on the rise, especially among younger professionals. This trend has caused more than half of the 18-25 year olds who are employed to think about leaving their jobs.

Fighting this in an organization is not easy. However, you must start by establishing a culture. Creating a community that values ​​mental health and recognizes the distinction between personal and professional must start at the top.

Leading by example, the C-suite can train your staff to follow through and voice their concerns if they go off the rails.

Learn to let go (and gain a new understanding of your hiring plan)

Some of the things that are causing the employee turnover trend are beyond your control. The epidemic has rapidly and dramatically changed priorities and strategies globally. There is only one thing you can do to stop this.

The best thing that will help you is to make sure you are prepared to transition to new hires.

It’s time to rethink your hiring strategy to avoid churn. Explore new avenues, look within your company for career advancement opportunities, and make sure your job postings reflect as much company culture as they do in terms of rewards and salaries. Today’s job market is more competitive than ever.

There is more than just income. Workers are looking for a sense of belonging and a place to belong, so don’t put up a lot of obstacles.

In conclusion – Continue to innovate

As employers navigate the turbulence of turnover, looking ahead will continue to be crucial. A well-designed retention program is the result that will continue to deliver regardless of billing trends. The process of attracting and retaining top talent is not about resting on your laurels.

The next most effective benefits, such as employee resources, strategies for corporate culture, and much more, should always be at the forefront of our minds. This will allow us to weather this storm and all those to come.

Image Credit: RT Studio; Pexels; Thanks!

Brad Anderson

Brad Anderson

ReadWrite Editor-in-Chief

Brad is the editor who oversees the contributed content on He previously worked as an editor at PayPal and Crunchbase. You can reach him at brad at

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