The Great Resignation: Anticipating the effects and prevention
YOUR WEBINAR HOST
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Ray Marvin Flores
CEO of MRRI Trading | Chief of Knowledge Officer of Origanum Solutions | Past President of the Rotary Club of Metropolitan Pateros | Former Corporate Training Manager of Multinational Companies | Servant Leader |
Ray Marvin Flores is the current Chief Executive Officer of MRRI Trading (Chemical and Medical Acquisition Firm), Chief of knowledge Officer of Origanum Solutions ( A leadership Development) and a Past President of the Rotary Club of Metropolitan Pateros (2018 -2019).Former Corporate Training Manager of Prime Pacific Grill , Cathay Pacific Steel, Former Senior Officer of Talent and Leadership Development of Genting Philippines ( Star Cruises the 3rd Largest Cruise line in the World).
With 21 years in the discipline of Servant leadership through The Academe, Corporate Practice and Volunteer Service. He specializes in Organizational development through people development with the Integration of a Learning Management System. Believes and Practices Culture building through Leadership Branding is the effective way to effect change.
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The Great Resignation and the Pandemic: Its Effects and prevention
Course Overview
In an interview last August 2021 and I raise the topic of “Great resignation” and now that’s the recovery of the economy is knocking at our door step there is a great need to address this. This theory has been conceptualized 20years ago, there has been many indicators of this phenomenon. The massive resignation in America of April 2021 has been associated with this theory and the sound resounded to the labor economy.
As any other HR Manager of Operations, A single resignation has a COSTLY effect across operations of an organization, what more a labor force is sitting it out when the business is heavily exerting effort to recover.
Let us note the pandemics effect on the mindset of the labor force and mind you this is across positions. As this indicates how welfare on working conditions has been raise as [art and parcel of the salary package if not benefit of the labor contract.
Target Audience
Government, CEO’s, Administrators, HR Managers and OD Practitioners. Supervisors and Employees
Course Objectives
At the end of this course participants able to:
a. understand the Nature and effects of the great resignation and how does it affect your career.
b. Understand the indicators of the Phenomenon
c. Learn why employees resign in numbers
Outline
A. Why is everyone resigning?
- how pervasive is the Great Resignation?
Five reasons for employee turnover—and strategies you can use to stop it.
1. Employee burnout rates are through the roof.
- Check in with your people and get to the root cause.
2. Companies aren’t providing the flexibility employees need.
- Give employees a choice, where possible.
3. Manager training continues to fall short.
- Offer a personalized learning experience for managers.
4. Employees are feeling underappreciated.
- Focus on meaning > money. a. Choose experiences.
b. Give your employees a choice.
c. Let your managers drive recognition.
5. Diversity, equity, and inclusion (DEI) initiatives are missing the mark.
- Examine your motivations.
6. Are you Addressing the Great Resignation of 2021 at your organization
B. 6 key elements to employee retention
1. Internal Fit: a subjective measure of how the employee feels compatible within the organization
○ This considers skillset, personality, cultural fit, skills, and ideas
2. Internal Links: the connection between the individual and the organization
○ Does the employee have co-worker connections, friendships, and mentorship?
3. Internal Sacrifice: how personally costly it would be for them to leave the organization
○ Internal sacrifice includes salary, benefits, geographical location, and even opportunities for future career advancement
4. External Fit: a subjective measure of how the individual feels compatible with their community
○ What role does the individual fill in their family and community, and how does this affect
5. External Links: the connection between the individual and their community
○ Does the employee have a reliable support system outside of work?
6. External Sacrifice: how personally costly it would be for an individual to leave their community
○ Would looking for a new job require a geographical change, or a change in social standing within the community?
C. Who Is Driving the Great Resignation?
1. Resignation rates are highest among mid-career employees.
2. Resignations are highest in the tech and health care industries.
D. Employers Must Take a Data-Driven Approach to Improving Retention
1. Quantify the problem.
2. Identify the root causes.
3. Develop tailored retention programs.
E. My take as its Silver lining
1. Disruption
2. Leading of Business creation
3. Great pool of talent
With 21 years in the discipline of Servant leadership through The Academe, Corporate Practice and Volunteer Service. He specializes in Organizational development through people development with the Integration of a Learning Management System. Believes and Practices Culture building through Leadership Branding is the effective way to effect change.
-------------------------------------------------------------------------------------------------------------------------------------
The Great Resignation and the Pandemic: Its Effects and prevention
Course Overview
In an interview last August 2021 and I raise the topic of “Great resignation” and now that’s the recovery of the economy is knocking at our door step there is a great need to address this. This theory has been conceptualized 20years ago, there has been many indicators of this phenomenon. The massive resignation in America of April 2021 has been associated with this theory and the sound resounded to the labor economy.
As any other HR Manager of Operations, A single resignation has a COSTLY effect across operations of an organization, what more a labor force is sitting it out when the business is heavily exerting effort to recover.
Let us note the pandemics effect on the mindset of the labor force and mind you this is across positions. As this indicates how welfare on working conditions has been raise as [art and parcel of the salary package if not benefit of the labor contract.
Target Audience
Government, CEO’s, Administrators, HR Managers and OD Practitioners. Supervisors and Employees
Course Objectives
At the end of this course participants able to:
a. understand the Nature and effects of the great resignation and how does it affect your career.
b. Understand the indicators of the Phenomenon
c. Learn why employees resign in numbers
Outline
A. Why is everyone resigning?
- how pervasive is the Great Resignation?
Five reasons for employee turnover—and strategies you can use to stop it.
1. Employee burnout rates are through the roof.
- Check in with your people and get to the root cause.
2. Companies aren’t providing the flexibility employees need.
- Give employees a choice, where possible.
3. Manager training continues to fall short.
- Offer a personalized learning experience for managers.
4. Employees are feeling underappreciated.
- Focus on meaning > money. a. Choose experiences.
b. Give your employees a choice.
c. Let your managers drive recognition.
5. Diversity, equity, and inclusion (DEI) initiatives are missing the mark.
- Examine your motivations.
6. Are you Addressing the Great Resignation of 2021 at your organization
B. 6 key elements to employee retention
1. Internal Fit: a subjective measure of how the employee feels compatible within the organization
○ This considers skillset, personality, cultural fit, skills, and ideas
2. Internal Links: the connection between the individual and the organization
○ Does the employee have co-worker connections, friendships, and mentorship?
3. Internal Sacrifice: how personally costly it would be for them to leave the organization
○ Internal sacrifice includes salary, benefits, geographical location, and even opportunities for future career advancement
4. External Fit: a subjective measure of how the individual feels compatible with their community
○ What role does the individual fill in their family and community, and how does this affect
5. External Links: the connection between the individual and their community
○ Does the employee have a reliable support system outside of work?
6. External Sacrifice: how personally costly it would be for an individual to leave their community
○ Would looking for a new job require a geographical change, or a change in social standing within the community?
C. Who Is Driving the Great Resignation?
1. Resignation rates are highest among mid-career employees.
2. Resignations are highest in the tech and health care industries.
D. Employers Must Take a Data-Driven Approach to Improving Retention
1. Quantify the problem.
2. Identify the root causes.
3. Develop tailored retention programs.
E. My take as its Silver lining
1. Disruption
2. Leading of Business creation
3. Great pool of talent
ALIVE ZOOM WEBINAR / Q&A
Saturday, January 15, 2022
10:00 AM - 12:00 NN
Saturday, January 15, 2022
10:00 AM - 12:00 NN
REGISTER FOR THIS FREE EVENT. CLICK THE BUTTON BELOW.
(Limited slots are on a first log-in, first serve basis on the day of the webinar)
(Limited slots are on a first log-in, first serve basis on the day of the webinar)