The Great Resignation is not letting up and companies are still struggling to retain and attract new talent.
What this proves is that leaders are not doing enough to address the main source of resignation to begin with: a lack of belonging.
Even more, a recent study from McKinsey shows that this feeling of not belonging disproportionately impacts marginalized communities.
Rather than blaming professionals for being unsatisfied with their positions, leaders must gain a better understanding of what workers want and need from their employer. That means respect, support, clear diversity objectives, and real inclusivity goals.
So what can business leaders do to ensure that their workers feel like they belong at the company?
Community is a given. Nurturing and building a supportive work community is critical to retention. By being more consistent with team gatherings, opening up lines of communication, and being transparent about the company’s struggles and wins, workers can feel more engaged.
Specifically supporting workers from marginalized groups will be essential, especially during societal moments that could be impacting their community.
Workers of color are still dealing with the abhorrent racism in and out of the workplace, which can lead to major mental health issues such as depression, anxiety, and post-traumatic stress disorder.
Leaders can directly address this by offering employees access to mental health resources such as counseling and group sessions, and also communicate that the company supports them as an ally.