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Profiles Incorporated

A Strategic Business Partner of Profiles International

Posted by Craig Palmer on October 27, 2021.

Virtually everywhere you read on social media and in the news, we’re learning about the staggering number of people leaving their job. Gallup and Harvard Business Review reported over 11,200 resignations in February, March, and April, 2021. CBS News reports more than 4,100 resignations in the month of August 2021. It is estimated that 40% of the U.S. population are looking for a new job and 25% of those looking will actually take a new job within the next 90 days. Another fascinating statistic is that 70% of workers in the U.S. are less than 60% engaged in their job.

There are so many causes for this since the work environment has completely changed as a direct result of the COVID-19 pandemic. Vaccine mandates, mask requirements, remote work capability, family needs, and many more factors are at play here. Many employees are even taking this time to take a personal look at their situation and wonder if they are in the right profession, or further ask themselves Do I even like my job?

How corporate leaders manage this new virtual workplace and the impact the pandemic has had on the ways companies do business will be a reflection on how leaders recruit top talent. All of these dynamic marketplace changes will also have a profound effect on the culture, values, and environment an organization intends to create.

At Profiles, Inc., we have several coaching clients that have been directly impacted by all of this. To deal with the dynamic workplace described above, these clients have taken clear and decisive steps to define their policies about vaccine requirements and where employees can work from. Our clients have worked with their leadership team in every function to create an environment that engages their employees to perform at their maximum capabilities.

As we work with clients to help them understand how to create this “engagement environment” we focus on 3 key points:

  1. Demonstrate to each direct report that you care about them professionally and personally.
  2. Continually remind your direct reports that their job is important and why that job has a meaningful impact.
  3. Make sure each direct report knows how they will be evaluated and the evaluations are on matters that are in their control.

The Profiles PXT Select Talent Management System is the key method we use to collect data to help us accomplish “Creating the Environment”. This Profiles technology helps us recruit top talent, on-board this top talent and then coach and develop that top talent to support the engagement priorities described above.

If your organization is struggling to deal with the “Great Job Quit” call Profiles, Incorporated and we will help your leaders create an optimal environment to mitigate the workers’ need to look for a new job.

Author: Craig Palmer

Profiles Incorporated provides personalized consulting to support the assessment results of your employees. We also provide in-depth training for managers to maximize the value of the assessment information and administrative training that allows you to take this information in house.

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