The Great Resignation? What happened?

The Great Resignation won't stop until leaders activate their emotional intelligence and create balance in the demand for hybrid, remote work and return to the office landscape.

I was finally reading the email I anticipated was coming. In the subject line: Return to the office. I knew we would all return to the office one day but what I did not anticipate was the backlash organizations received from employees.

We've discussed it all, gaining 2 hours back from long commutes, lack of childcare, increased gas prices, and the increasing lack of collaboration among colleagues, which hinders innovation and productivity. I could feel the anxiety and frustration of leaving my home rising, my production was increasing but also the risk of burnout. Additionally, I knew a handful of peers who vowed they would never return to the office. As a leader, I quickly shifted my emotions to how can I ease these fears and communicate with my peers what is best for our work culture and the organization. How can leaders communicate the need to return to the office or create a productive balance between remote and in-person work? Leaders must activate emotional intelligence when communicating with employees that they will return to the office.

We have all worked for various leaders, for me, I tend to support what differentiates great leaders from merely good ones is emotional intelligence. They need to mix in a tad bit of empathy when implementing policies after we have been isolated from each other for so long. Leaders need to amplify the importance of teamwork as we navigate what seems to be one of the toughest workforce challenges we are facing. We are combating a mass exodus of employees who do not feel they are valued and the Millennials, now our largest workforce generation seeking meaningful work that creates an impact on causes they care about the most.

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So all that to say employees want work-life balance, growth opportunities, and jobs that align with their passions. A leader with emotional intelligence understands this can be achieved through volunteering or employee engagement programs. Many organizations still have not addressed these expectations. It is through volunteering that employees can gain valuable skills, decrease their anxiety, feel connected to their community, and reconnect with their peers. Volunteering is a great way to connect with the community, build relationships, listen to the needs of others, and invest in someone who is not related to you but a part of your ecosystem. When employees feel, they are connected to something bigger they become invested in the outcomes.

Volunteering boosts employees' emotional intelligence increasing their self-awareness, and problem-solving skills, and encourages collaboration, decision-making, and the confidence to contribute to the greater good. Instead of reminding an employee of what they must do, deploy emotional intelligence, and encourage how they are needed for the greater good.