The turmoil employees faced during the COVID-19 pandemic led many to rethink exactly what they want out of their careers and personal lives. The dilemma boiled down to a question of finding the right balance for the individual. Balancing health concerns with the need for a paycheck. Family obligations versus professional obligations. Self-care or care for others. Living near work or living wherever made them happy. Return to the office or keep working from home. Put up with stagnant wages and so-so benefits or seek out greener pastures. The factors that employees must weigh seemed to proliferate as each day passed.
Should I Stay or Should I Go?
For many employees, the right answer seemed to be to ‘change jobs’. Often, they faced too many hassles in their existing role as they tried to balance government and employer mandates about office time, vaccination status, masks and social distancing. And they watched as work friends left for new roles that came with more flexibility, big titles and even bigger pay jumps.
There’s an old saying, that the grass is always greener on the other side, and it’s well known that even a big raise may not be enough to make someone happy at a company or in a role that’s a mediocre fit. Before deciding to take the leap, employees who are considering seeking new employment should first consider some important factors.
Decide on Your Top Priorities
Before packing up your desk and jumping on the first offer that comes your way, take some time to decide on what really matters to you. Is it the ability to work from home full-time, flexible hours, higher salary, or just burn out at your current job? Something else or everything else?
Be specific. Make a list and know exactly which items on the list are non-negotiable and which ones you’re willing to give some ground on. Make sure you have your objectives firmly in place before moving on to the next steps.
Talk to Your Current Employer
Your current employer may not know you’re unhappy. Remember, the management team has been dealing with the pandemic in their personal lives as well as at work, just like you have. It’s possible they haven’t noticed you approaching your breaking point, so be clear about your needs, especially if your primary method of communicating with work is over the phone or on a video call.
Ask the person you are talking with, whether it is your direct manager or an HR representative, to allow you to get through the list of requests before starting discussions, but you should still start with your highest priorities first. You never know whether the conversation will get interrupted. It also helps the other party to understand what matters most.
If you can, go into the meeting with some facts. The first article in this series has data on the costs of employee resignations and unfilled positions. If you have examples of salaries offered for roles like yours, include that info so it’s not simply anecdotal. Saying “Here is a copy of an ad from XYZ’s website stating a starting salary of $X” might not guarantee your desired result, but it will likely hold more weight than simply quoting a friend or former coworker who claims to have received an offer at a certain pay rate.
Evaluate Company Stability, Healthcare and Other Benefits
There must be things you like and admire about the company you currently work for. Make a list of those benefits and compare them with those of any company you might be considering or pursuing.
- Joining a risky startup operating on a shoestring budget may sound like fun, but maybe the security of knowing your paycheck will always arrive on time matters more.
- If you or your family have a health condition, the quality and cost of the health care plan may be of critical importance.
- Does the company offer a 401K? Do they offer a company match? How quickly does it vest? You may think you’re years away from retirement, but it has a way of coming up quickly. You may not notice the years rolling by until it’s time to move on from the professional world.
- Look at the entire package. Are there education credits you can take advantage of to sharpen your skills? Fitness stipends? Childcare or commuting subsidies may make salary differences negligible or widen the gap further.
And remember, it’s not only about pay and benefits. There are many intangibles to consider, but you’ve already listed your priorities in step one, so you’re in a good position to analyze the offerings.
Look at How the Company Managed Remote Employees and the Return to Work
One of the best predictors of future behavior is past behavior, so check out how any company handled pandemic related changes. Did your company handle certain aspects well or particularly badly? Were they flexible and open to helping employees get through it, or were they dictatorial and draconian?
How does their performance compare to the company you are considering joining, or to other companies in your industry?
Negotiate with Current or Future Employers to Get What You Want Most
Never threaten to leave unless you are prepared to be jobless at the end of the conversation. You can say that you are unhappy and would like to request some changes, but don’t make demands. State what you want clearly, concisely and exactly. This is the reason it’s essential to know your priorities before this conversation occurs. Otherwise, you may get derailed and never get all your needs out so that management can have a full picture.
Be willing to concede on some points but know what they are before you begin the conversation. A negotiation isn’t about leaving the table with all the marbles; it’s about finding a middle ground that both parties can live with.
Reminder to Employers About What Employees Want
Most employees prefer to align themselves with companies where they feel connected to the organization and its purpose. They look at how the company conducts itself, in public and in private. Does management “walk the walk” or simply talk about their lofty ideals? Do they show concern for customers, suppliers and employees, or is it all about market penetration and profits?
Companies hoping to retain employees during the Great Resignation should look carefully at the way they live up to their mission and be open to employee requests for accommodations. Without the open willingness to work together, employers may find themselves victims of the Great Resignation.
When both employer and employee talk openly and honestly about what they need to continue working together, it can do a lot to relieve employee discontent.
