By Mayra Vega, Senior Account Supervisor, FSB Public Affairs
The United States is currently experiencing what is known as “The Great Resignation” or “The Big Quit.” This is due to the workforce reaching physical and/or mental exhaustion after two years of constant change, both professionally and personally, due to the stress and instability that the ongoing Covid-19 pandemic brought with it. According to the Bureau of Labor Statistics, 4.5 million quits were recorded in November of 2021, an all-time high since the data was first produced in 2000.
Employee values have shifted. Millennials and Gen Z, about 46% of the current full-time workforce, are demanding something different than what they’re currently getting from their nine-to-five. Work-life balance, diversity and inclusion, and flexibility are at the top of the list. They’re leaving companies with what we would traditionally consider “good benefits” for companies whose values and ethics align with their own.
At FSB Public Affairs, we have experienced tremendous growth over the last two years and have been recognized by the Sacramento Business Journal as one of the “Best Places to Work” multiple times. As an organization that offers diversty outreach as a service, we’re proud to practice what we preach. Our team is comprised of a very diverse group of individuals that not only fit our company culture but, more importantly, reflect the culture of the communities our clients serve.
We promote an open-door policy throughout our organization and regularly review our internal communications plan to identify additional opportunities for employee growth—in the hopes of making our organization a better place to work.
Why should this matter to you? “A company is only as good as the people it keeps.” I’m sure we’ve all heard some version of this quote. Companies that are succeeding today are those whose employees feel their needs are being met. By effectively communicating and listening to employees, employers can help build a strong group of dedicated workers who are excited to succeed as a team. There is nothing more powerful than having an army of internal allies who truly believe in you and your product/service – and feel appreciated.
Here are ideas from our team to help build a healthy communications plan as you focus on retention:
- Diversity and inclusivity. Make sure your team is representative of the world around you. Your employees want to see that your organization is inclusive at all levels of the organizational chart, especially those making decisions.
- Give back. Employees will appreciate that you’re being socially responsible and giving back to the community. If possible, identify a local non-profit to donate to or allow your employees a day to volunteer at their non-profit of choice. For example, our Sacramento office regularly works with Saint John’s Program for Real Change, which helps homeless women and children. Our team members have volunteered time to help with public relations services, in addition to donating items needed by the organization.
- Offer opportunities for growth. Invest in your people by providing opportunities for them to learn and grow through trainings, courses, or webinars. Work on developing your employees and offer tools to help them reach the next step in their careers.
- Listen and share. Having an open line of communication is very important. Host internal staff meetings (in-person or zoom) to share updates, employment anniversaries, company wins and offer a Q&A session. Keeping your employees in the loop and offering a channel to express thoughts or concerns makes them feel seen and heard. Our team has multiple platforms that allow our team members to communicate their opinions, from Slack and Jostle, to internal team surveys, we are committed to creating effective communication methods.
- Explore and adapt. Research what other companies are offering their employees and identify additional perks or benefits that are feasible for your organization. The workplace as we’ve known it for the last few decades has changed and business must change to remain relevant. For example, based on feedback we have received, we implemented a flexible work schedule and allow our team members to work from home when needed.
- Show appreciation. Sometimes a simple handwritten note or phone call is enough to show your employees that you appreciate their work and time, especially after a long or difficult week. Highlight team “wins” and recognize those who are contributing to the growth of your organization.
We are proud to watch our team grow with us and look forward to what our future holds.
Our team is hiring! If you are interested in joining our team, check out our open job opportunities here: https://www.fsbpublicaffairs.com/careers/.
