Does it feel like everyone is quitting their job these days? There is a lot of discussion on the “Great Resignation” backed up with statistics indicating that many are leaving their jobs in the US due to overwork and burnout. In Canada, there is a similar trend, with people leaving roles at all levels, as reported in a recent Financial Post article. The article refers to the LifeWorks and Deloitte Canada survey results that show “51% of managers are reporting that they are considering quitting, retiring or moving to a lesser role”.
There are a number of factors at play, such as adjustments due to the pandemic mandates, changing child care needs, demands for more job flexibility and for many, a desire to re-examine priorities and job satisfaction.
The “Great Resignation” is also being called the “Great Discontent”i. There seems to be some truth to that. A recent Gallup study surveyed employees in March 2021 and found that of those currently looking for a different job, 74% are “actively disengaged”, which is up from 69% in September 2019. However, of the engaged employees, 30% are currently looking for a job, up from 29% in September 2019.
Source: https://www.gallup.com/workplace/351545/great-resignation-really-great-discontent.aspx
It appears that employee engagement plays a role in retention.
Gallup defines employee engagement as “the involvement and enthusiasm of employees in their work and workplace”. Those that are “Not Engaged” are psychologically unattached to their work. Those that are “Actively Disengaged” aren’t just unhappy, they carry resentment that their needs are not being met. ii What is the lever to address engagement? Gallup has found that Managers control around 70% of the variation in team engagement.iii
So if the levels of employee engagement are affected by the Manager, how can we support Managers? And how can Managers support their teams?
At PeerSpectives Consulting, we work with individuals and Managers to empower them. As Gallup-Certified Strengths Coaches, we help individuals and Managers understand their unique strengths and talents so that they can perform at high levels and feel engaged in their work.
Many of our clients have “aha moments” when they come to recognize a strength that they have had all along and that they love to use.
One way to recognize your strengths is to recall a situation when you accomplished something you were proud of. It was a time when your energy was high, the time passed quickly, and you were “in the zone”.
If you are able to use your strengths at work, you will feel engaged in your role. In fact, people that focus on their strengths are 6 times more likely to be engaged in their jobs and 3 times more likely to report having an excellent quality of life. iv
However, if you are not feeling engaged in your role, knowing your strengths is central to turning your situation around, because then you can seek out opportunities that will allow you to use your strengths and get re-engaged.
Managers that learn about their own strengths come to appreciate what they uniquely bring to their role as a leader. And when a Manager learns about the strengths of their individual team members, magic can happen. By understanding the contributions and needs of their team members, Managers can create power-partnerships to accomplish goals and increase employee engagement.
By seeing the strengths of the team, visually on a grid, team members can appreciate the strengths of others and see how they can partner up to accomplish tasks. Engaged teams that focus on strengths are more productive.
Table: Team Strengths Grid
In summary, if you are presently re-examining your priorities and your level of job satisfaction, or if you are suffering from burnout or overwork, knowing what you are naturally good at is empowering. You may be able to uncover ways to lean into your strengths, re-energizing you in your current role. Or, if you do choose to resign, knowing your strengths and what lights you up will inform you as you seek out new opportunities that will allow you to play to your strengths.
Stephanie Koonar is a marketing professional, academic, career coach, and workshop facilitator. A Gallup-Certified Strengths Coach and Co-Founder of PeerSpectives Consulting. Stephanie and Co-Founder, Louann McCurdy offer private coaching for individuals and Managers and facilitate Team Building Workshops. More information at www.PeerSpectives.ca or contact Stephanie at sk.PeerSpectives@gmail.com. Discover your top 5 Strengths here.
[i] https://www.gallup.com/workplace/351545/great-resignation-really-great-discontent.aspx
[ii] https://www.gallup.com/workplace/285674/improve-employee-engagement-workplace.aspx
[iii] https://www.gallup.com/workplace/356729/win-great-resignation.aspx
