Business publications around the country have been reporting on a term coined the ‘Great Resignation’, as hundreds of workers have thrown in the towel on their tradition jobs spurred on by Covid-19.  Research by Findex found the trend is growing in Australia, with one in two small businesses expressing concerns about retaining staff over the next 12 months.

Covid-19 has caused many employees to rethink their careers and their lifestyle. With so many people working from home, many are asking themselves if going back to the traditional office is something they really want to do anymore or if where they work suits their new values.

It is important for business to acknowledge how the pandemic has changed approaches to human resources. A talent war is emerging as companies struggle to find people. Losing staff affects your productivity, staff morale, and customer service levels. In fact, some US studies found every time a business replaces a salaried employee, it can cost as much as 6 to 9 months’ salary on average.

Smaller businesses often struggle to compete with large companies for staff. However, it is important to remember not everyone is looking for bigger pay packets. Many people want a more supportive place to work, flexibility, a social environment, and more meaningful perks. SMEs have a lot to offer in this regard.

Staff surveys, small informal focus groups and water cooler chats can be a great way to gauge the mood of the office. Suggestion boxes can also have their place to find out what people might be looking for.

Once you have some feedback, do something about it. It is important that employees feel engaged and valued at work. Make sure career aspirations are discussed early and the office culture is a positive one. Here are our top five tips for building a great place to work.

• Create a pleasant physical space. Assess your environment, is there anything you can do to make it more appealing and comfortable for staff? Don’t cramp people into small cubicles – reassess the layout of the office. Install plants or comfortable breakout chairs or recreation spaces.
• It’s not all about the money. What kind of thoughtful perks can you adopt? Consider fruit bowls, a new coffee machine, quarterly staff events, games nights, reward vouchers for team performance, and even days off for birthdays.
• Support the community. Employees often appreciate community-minded values. Working for a business that actively encourages charity work and volunteering can be attractive to staff members. Consider if there is a community event you can support that will engage staff.
• Make sure the job remains engaging. Offer individual mentoring and coaching to younger staff members. Ensure there is room for growth and that people can see there is a clear career path and a future for them in the business. Work on how you can develop new skills. Invest in training and development programs for employees.