Can HR leaders slow down The Great Resignation?

Over the past several months, American employees have been resigning in record-high droves for what economists have aptly titled The Great Resignation. 

Burnout is a topic on every leader’s mind, and it’s one of the many reasons employees are resigning. Burnout not only results in lower productivity, but also increases employee stress and anxiety. It’s something that simply can’t be solved by vacation alone. Instead, managers must understand employee expectations better to retain current talent.



There are multiple ways HR can help decrease burnout in the workplace. For example, emphasize the importance of using allotted vacation time and implement employee mental health days into the calendar. HR managers should also consider meeting with employees to discuss work-life balance. This can be especially beneficial to remote or hybrid employees struggling to find a healthy balance. It’s essential to be proactive with action plans in this area while setting an example to promote balance. Above all, employee wellness must continue to be at the forefront of HR plans even after the pandemic and Great Resignation.

Employee engagement is crucial to team success and connection within an organization. High levels of engagement can help talent retention while improving overall organization-wide performance. HR and management play a crucial role in bridging the engagement in work culture.



To increase engagement, managers should recognize and communicate when an assignment is well done. Everyone loves being recognized for hard work and the feeling of accomplishment it brings. Without recognition, it may feel as though performance is not on par and employees are not important team members. Managers and leaders can counter this by fostering a supportive team environment that rewards excellent work with affirmation, perks and incentives. Positive affirmations and incentives for hard work can be transformative for employee morale.

Communication and transparency tie into engagement more than one would think. Employees should feel confident and encouraged to share concerns if they feel underappreciated. Leaders can boost this culture by encouraging participation and voicing concerns during regular check-ins. Outside work, organize team lunches or outings to help employees feel included and have meaningful non-work discussions.

Leaders may want to consider their options for different remote and hybrid working preferences and where it fits their business model. While some roles require on-site work to operate effectively, others are encouraged to create a hybrid/remote work policy for positions that can effectively meet business needs while working remotely. Flexibility is the key to accommodating different working lifestyles.