There is no doubt we live in an ever-changing and vastly-shifting economical times. With that comes a series of challenges for both individuals and workplaces. No company can survive without loyal, highly-motivated individuals who come together and put their best efforts forward to make the dream happen. As businesses evolve, the value of those individuals to the survivability of the business becomes higher and higher.
At that point, expansions are inevitable to keep the pressure well-balanced across various teams and individuals in the workplace. But what happens when you lose one of those highly motivated employees? That is a question that comes to every business owner’s head while biking, hiking, or sipping on their morning coffee. The answer is to ensure that there is an ever-clear growth path for those individuals to keep their motivation on point. In the end, good leadership lies in dealing with employees as humans with dreams and aspirations and not just cogs in the business’s wheels.
However, in times like these where everywhere you go (online and offline) you hear talks about the great resignation. You start to wonder if businesses are being paranoid or if that is a real situation we’d have to deal with at this moment. Here is what is so frustrating about that phenomenon: you have two diachatomos perceptions: the first is that many job seekers cannot find jobs to survive and the second is that businesses cannot find employees to hire. That mind-blowing dichotomy is the real indicator of that shift.
But how does that shift affects employees’ productivity you may ask?
Losing key players often results in havoc and a big scramble at the workplace in an effort to find immediate replacements. That usually involves taking the precious time that was dedicated to business growth and client success towards having to keep the ship afloat. Additionally, heads of departments, as well as their employees would be routed into doing more candidate filtering, interviewing, and decision briefings regarding hiring those replacements.
So now we’re left with the executives putting in time and effort into compensating for the loss of those key players. On the other hand, employees and their department heads also take time from conducting business processes to attempting to hire replacements. If you sum the two lost productivity times and efforts on both ends, you’d find a tangible and impossible-to-ignore hit to the overall productivity of the workplace.
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