How Small Business Owners Can Weather The Great Resignation

As an employer challenged with finding and maintaining talent amidst all the reshuffling of the workforce, you may ask yourself, “How can I outlast the Great Resignation?”

Keeping up with competitors with more resources than you to attract and hold on to great people may seem impossible, but you have more options than you think. What often gets left out of the equation is something just as important to many employees – personal fulfillment at work. Beyond being compensated appropriately, employees want to feel valued and have a sense of belonging in the organization.

Daniel Pink conceptualizes this idea into three pillars: mastery, autonomy, and purpose.

• Mastery: People crave the feeling getting better at something. You can satisfy this by offering regular feedback, recognition programs, and professional development opportunities.
• Autonomy: Team members want to feel a sense of responsibility and trust. A company culture that promotes autonomy allows employees to create meaningful business relationships through open and honest conversations.
• Purpose: Leaders can help employees see their role in achieving this vision and how their work contributes to business success.

By creating a value-driven culture that includes every employee in the company’s purpose, even the smallest businesses could see less turnover.

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