HR professionals grapple with hiring and retaining employees keeping in mind the pandemic conditions and offer suggestions that help.

Ask any HR professional, and the chances of them saying that the skyrocketing attrition rate and the growing competition in hiring in the last few months are things that irk them the most and cause them great pain. A popular meme of three HR professionals waiting to welcome a new recruit with a traditional thali aptly sums up their pain and agony in grappling with these issues.

While much has been said (and written) about the Great Resignation in the West, India has been no exception. This trend has quickly caught up in India, and though it may not seem as drastic as in the West. This is due to aspects such as the lack of social security and unemployment benefits in India, which make it challenging for people to walk away from their jobs with no Plan B. Secondly, Indians are traditionally a lot more risk-averse. But, make no mistake, The Great Resignation is here, but in ways, unique to India.

This raises certain pertinent questions - who is quitting and why? And, what can HR leaders do to retain and hire people in the face of this storm?

What’s Really the Reason Behind it?

It is no secret that the pandemic has led people to re-evaluate their priorities in life. They are now seeking better work-life balance, and rightfully so. Spending time with loved ones, playing with their kids, focusing on self-care and their mental health, taking vacations, reducing stress – are aspects that have gained a lot more importance in their lives. They have also realised that life is short, and it is best spent doing things that they love. Hence, employees are quitting or looking for jobs that offer a lot more flexibility so they can lead balanced lives.

According to a study by Limeade, the main reasons for people quitting are burnout, lack of flexibility, insufficient benefits, and their wellbeing not being supported by the organisation.

In India, we see employees resigning to either change career paths, start their own venture, be with their family, focus on happiness and wellbeing, and follow their dreams.

How is The Great Resignation hitting India?

One of the first sectors to witness a churn of employees in India is the IT/ITeS sector. A lot of Indian professionals are quitting stable jobs to start their own ventures or leaving corporate jobs to work for start-ups (usually flushed with funds) that have emerged in the country. This is due to the relaxed work culture and work flexibility that start-ups offer. This is now spreading to other sectors such as healthcare, hospitality, education, and more.

Additionally, people have tasted the fruits of remote working and are unwilling to let go. As businesses start calling people back to the office, employees are resigning and looking for jobs that allow them to work from anywhere or at least offer a hybrid way of working. Moreover, the workfrom-home setup nudged people to move back to their hometowns, rather than pay obnoxious rents in cities. Savings on rent and the lower cost of living in smaller towns is another reason for people to quit jobs that require them to stay in metros.

How can HR Leaders address it?

The Limeade study throws light on what employees are looking for in their jobs. It reveals that:–

• 40% of people surveyed want the ability to work remotely according to personal preference

• 37% want better compensation

• 26% want a better work-life balance

• 24% want a flexible work schedule

This really brings to the forefront what companies have to do to boost retention and attract new talent. HR leaders need to think of out-of-thebox solutions to navigate The Great Resignation carefully.

It is time to focus on the people and prioritise their needs. This begins with understanding the real issues and what their employees value the most. Talk to them to understand what are the drivers of employment for them.

• Is it better pay?

• Is it more empathy and concern from their bosses?

• Is it the flexibility of work?

• Is it job security?

Once HR professionals gain perspective, they need to tailor a strategy to meet their employees’ unique requirements.

One can also say that one-size-fitsall kind of salary structure and pay packages might be redundant now. There is a need to develop customised (as much as possible) packages to make it a win-win proposition for the recruiter and the prospective employee.

Some of the ways the above challenges can be met are:

• Re-engage employees: Find a cause that matters to your employees and bind them together to work towards it. It could be high-stress levels, health and safety or climate change. This is an opportunity to innovate your business strategy and be a part of the solution.

• Build a more supportive ecosystem: This boils down to your company culture. Your people need support today more than ever before. Business leaders have to work hard at building a community where employees feel trusted, get emotional support and thrive. Empathy from leaders has clearly emerged as a need of the workforce.

• Create flexible work programmes: This has to be one of the biggest takeaways of the pandemic. Businesses have to create custom hybrid work models that benefit their employees and the company. While some people like the autonomy of working from home, others prefer the discipline of the office. Listen to what your employees want and create a working model that caters to all needs.

• Hire more inclusively: The work from home scenario has allowed people such as women previously tied down because of family responsibilities, or people with health issues or those physically challenged, to now be able to work freely. Change your standard approach and focus on hiring more inclusively to build a more cohesive workplace.

• Make work-life balance a priority: HR Leaders need to go beyond allotting leave or arranging for the one-odd yoga class. Instead, find ways, so employees feel good about their work as well as their personal lives. Creating a positive outlook, nurturing mental health and ensuring productivity is a fine thread we need to balance.

As the pandemic recedes, things may go back to how they were to a certain extent. But we would be kidding ourselves if we believe that these evolved ways of working or the present-day set values will change. It is a brave new world now, and business leaders along with the HR department need to review what they stand for and the company culture they advocate to retain and hire talent. It is literally about the choices you make now that will decide the future course of your organisation.