To stay afloat during COVID quarantine measures, many organizations have been revving up their remote work strategies at full speed. They’ve provided employees with home office equipment. They’ve held Zoom calls in lieu of in-person meetings. They’ve bonded over online games —all in an effort to convince employees that it’s possible to work remotely effectively and productively.
Just when their team thought the grand experiment was freight forwarders brokers email lists working, many organizations asked workers to shake up their new routine and return to the office. Like a magician ripping a tablecloth out from under a neatly laid table, management assumed everything would fall back into place.
Many employers were shocked when, instead of dutifully following the company’s policy, workers turned around and walked out the door. And it wasn’t just a handful of martyrs who chose to quit: A staggering 33 million Americans left their jobs. 33 million Americans have left their jobs since the spring of 2021, sparking a trend that employment experts are calling “the great resignation.” To cope with the never-ending deluge of employees leaving their jobs, 78% of companies are increasing their investments in automation. are increasing their investments in automation . Here’s how they’re using it to design an effective employee retention strategy.
Automation creates more desirable and attractive roles
Companies are finding that their best people aren’t quitting to relax; they’re looking for something bigger, brighter, and better. According to McKinsey researchers, 70 percent of employees expect their jobs to contribute to their sense of purpose —leaving unfilled positions marked by combing, compiling, and coding data.
For a professional, these types of tasks include hours of digging through spreadsheets, manually migrating data from one software to another, or digging through a bunch of rows and columns. Workers are exhausted by this unnecessary legwork, only to accomplish, well, at the end of the day, nothing worthwhile .