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How HRs Can Save Us from the Great Resignation

It is a known fact that the HR division is in charge of recruiting, training and managing the workforce in a Software Organization. The role and responsibilities of HR have developed over the years. The birth of the Hybrid work and remote work culture has brought a tremendous change in the way employees approach work, the issues they face, expectations from the employers, etc.

The Great Resignation

The Great Resignation is (the term coined by Professor Anthony Koltz of Texas A&M University to describe) the sudden rise in people leaving the organization after the end of the pandemic. The pandemic has given people the time to think, explore their interests and needs, ponder their comfort, work culture, etc.

As the pandemic set in, the resignation curve has initiated an unprecedented rise. A McKinsey study states that “One in five have quit their job in the last six months or plan to do so in the coming six months.” Therefore, HR professionals, executives and people managers need to ensure their organizations can sustain the positive culture shifts cultivated during the pandemic and utilize some of these findings to improve processes against other potential crises.

Here are 5 Key Tips for Software Development Employee Retention:

Human Resource professionals play a crucial role in saving the Software Company from the Great Resignation. Amidst this trend creating a wave of unhappy employees, HRs, now more than ever, need to work closely with organizational leadership, make an extra effort to reach out to Software Employees and regularly keep a check on the team to ensure they feel cared for.

1. Evaluation & Assessment:

Maintain and analyze IT Employee performance along with the number of issues faced by the employee through data. Also, keep a track of the resignations, more importantly, on the cause for quitting , and its impact on the business revenue.

2. Communication is the Key:

Work alongside leaders to be regularly in touch with your IT employees who are working in hybrid or remote culture to know and understand their requirements and needs.

3. Think Long-term

Plan and implement policies to create long-term strategies on potential issues that may or may not arise in future, through internal and external research.

4. Scope for Flexibility

Make the Software Organization employee-centric by offering flexible working days, hours and locations to employees, working from the office or remotely.

5. Employee-centric Policies

Break free from “one-size fits all” policy and create contemporary policies like Netflix, Apple, Amazon to develop a coaching work culture for software employee retention.

(Author: Alisha Fernandes is an inquisitive learner & content writer at TechDoQuest)

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