In today’s job market, retention is no longer the huge challenge it once was — nor is it a great leadership feat. With layoffs and reduced opportunities making headlines daily, fewer people are opting to leave the “security” of their current employment. In fact, I’m hearing from leaders and employees alike that an increasing number are responding to uncertain conditions by clinging tightly to what they have (even if they’re not particularly satisfied or engaged) — a phenomenon called “job-hugging.”
Some leaders may be tempted to view this as a victory for management — a return to greater power over the labor force. And yet, they forget that the pendulum routinely swings back and forth, and it’s likely just a matter of time before employees again have an advantage in the employment marketplace.
That’s why highly effective leaders are viewing today’s employment environment as an inflection point. While they may no longer need to resort to extraordinary measures to retain staff, they recognize that the current climate presents an opportunity to evolve their leadership. They see a workforce that’s frightened, insecure and burned out — and appreciate how deeply destructive this is, from both a human and organizational perspective. And in response, they’re turning to a regenerative approach to leading — one that helps people and businesses not just survive but thrive despite the challenges.
Here are three regenerative practices any leader — at any level — can begin implementing today.
Demonstrate fairness to reassure
When people experience fairness, even in tight, uncertain or even scary conditions, it demonstrates respect and builds trust. It allows people to generate the confidence necessary to lean in, take risks and invest their best efforts — without fear of bias or favoritism draining their energy. So, make sure to:
- Consistently and empathetically apply policies
- Recognize contributions equitably
- Invite diverse voices into the process
- Ensure transparent decision-making
- Acknowledge when things aren’t fair
Engage in development conversations to recharge
An enduring commitment to development instills hope in employees — even if promotions, moves and salary increases aren’t available. Investing in their growth sends a powerful signal of support while also allowing employees to take constructive action to prepare for an uncertain future. This looks like a commitment to:
- Take 1:1s beyond mere task check-ins
- Initiate dialogue to uncover aspirations, struggles and ambitions
- Discover each employee’s unique definition of success (you might be surprised)
- Co-create revitalizing growth opportunities through projects, rotations or in-role skill-building
Encourage safe experiments to re-energize
No-fault forays inject energy, build resilience, foster adaptability and enable a sense of accomplishment — all exactly what those operating in an uncertain job market need. So, make frequent efforts to:
- Offer micro-opportunities to try new ideas, approaches or technologies
- Collaborate to create guardrails that mitigate risk
- Spotlight small wins
- Mine mistakes for learning and celebrate them
- Model experimentation and learning from failure yourself
Retention may keep bodies in seats — but regeneration keeps hearts and minds engaged. Leaders who rise to this moment with fairness, development and experimentation won’t just prevent attrition; they’ll cultivate workplaces that pulse with energy, resilience and possibility. And when the pendulum swings again (as it always does), those organizations won’t be scrambling to catch up … they’ll already be thriving. Because jobs aren’t just about being “hugged,” but people are genuinely invested in the organization and its future.
Want more ideas to elevate your leadership and help those around you grow? Download this free Career Development Habit Building Challenge to double down on development with short daily prompts — based upon the bestselling book, Help Them Grow or Watch Them Go. Just one idea, one reflection and one micro-move each day — for 21 days. Small actions. Big results. Especially when it matters most in the fourth quarter.
Opinions expressed by SmartBrief contributors are their own.
____________________________________
Take advantage of SmartBrief’s FREE email newsletters on leadership and business transformation, among the company’s more than 250 industry-focused newsletters.
