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W O R K F O R M E / S P R I N G 2 0 2 2 40 A sking "What can my company do about the Great Resignation?" is the wrong question. The right question is: "How can we benefit from this shift and make it a Great Opportunity?" Some 40% of employees are actively look- ing for a new job. They are searching for something different — and here lies your opportunity. Give them the opportunity to change their workplace. To involve employees in creating the company's culture can be a competitive advantage in the employment market. This is what I call a 'People Strategy.' To develop a People Strategy, first think strategically and not reactively. If employee recruitment and retention are important, then you need to make your people a priority by aligning your human resource priorities with your organization's overall strategies. Second, establish measurable goals. Third, establish objectives. Finally, ask relevant ques- tions about how those goals will be achieved. Involve your people in developing priori- ties because they know, better than anyone, what they would like to see change. Three priority areas might be your employees' experience, opportunity and compensa- tion. Start there, but recognize that your employees may have other ideas, and if they do, you should listen. For purposes of this article, let's stick with these examples. Employee experience. You might set the following goal: Employees will feel they have some control by Sept. 30. This goal could be supported by the fol- lowing objectives: 1. Employees shall have clear job expectations. 2. Employees shall share values and motivating purposes. 3. Employees shall have effective office workspaces. Now you ask relevant questions: Who will be involved in setting expectations? Who should be part of company discus- sions on value and purpose? Who assesses the effectiveness of the space? How do you determine whether employee expectations have been met? How do you establish effec- tiveness standards for hybrid, remote, and in-person work environments? How do you measure expectations and standards against B Y F R A N C I S E B E R L E Develop a people strategy amid the Great Resignation H o w T o Join Waban to Join Waban to Change Lives Change Lives Everyday! Everyday! Sign-on bonus/generous benefits & PTO! Come work with us! Flexible shifts No experience necessary Join our team for the summer or year round! 5 Dunaway Drive, Sanford, Maine 207.324.7955 waban.org Try out a new career Francis Eberle, member of the Association for Consulting Expertise.