By Adrian Johansen
Project managers are facing talent recruitment and retention challenges due to the “Great Resignation.” If you plan accordingly, you can grow your team, regardless of how long the Great Resignation lasts.
Now, let’s look at five tips to help you attract and retain top talent amid the Great Resignation.
1. Cultivate Loyalty Across Your Team
Put your team front and center. Find out why your team members remain on board and what you can do to support them. From here, you can figure out the best ways to cultivate loyalty across your team.
Oftentimes, it helps to conduct team questionnaires and surveys. These assessments give you insights directly from your staff. You can then gather data and utilize it to improve your business.
Conduct brainstorming sessions with team members to determine how to drive loyalty as well. These sessions give you opportunities to engage with team members and learn from them. They let you show your team you care about their opinions and perspectives. The sessions can even foster team camaraderie.
2. Identify and Address Staffing Issues
Watch for staffing issues and mitigate them in their early stages. Common staffing issues include:
- Reactive Hiring: Involves adding talent only after an employee quits.
- Poor Hiring Choices: Occurs when you hire job candidates without evaluating their skills, experience, education, and other criteria.
- Turnover: Refers to the loss of talent within your business.
Examine your current staff and look for any gaps. For instance, if your team’s performance is falling short in certain areas, you may want to seek out talent who can fill this gap.
Leverage staffing key performance indicators (KPIs), too. Collect staffing data and use it to generate reports. Next, you can evaluate staffing trends and patterns. Plus, you can utilize these insights to ensure your team is properly staffed at all times.
3. Offer Remote Work Opportunities
Go all-in on remote work. Whenever possible, let team members work from home. Also, offer remote work opportunities to job candidates from around the globe.
To capitalize on remote work, you need to support your team. This requires you to invest in remote communication and collaboration technologies. That way, team members can use these technologies to stay connected, regardless of location.
Furthermore, provide resources to help in-house team members transition to remote work. It can be beneficial to let these team members gradually transition away from onsite work. Then, these team members can become increasingly comfortable working remotely.
Keep the lines of communication open with your remote team. Be accessible via email, text, phone calls, and other communication platforms. If remote team members have concerns or questions, they’ll have no trouble reaching and connecting with you.
4. Enhance Your Project Management Skills
Enroll in a college or university degree program to take your project management skills to the next level. You can sign up for in-person or online project management courses. And with each course you complete, you can gain valuable project management skills.
Along with signing up for college and university degree programs, take advantage of free online workshops and tutorials. You can find these educational programs on Alison, edX, and other web platforms. Meanwhile, you can complete online workshops and tutorials on your computer or mobile device, any time you choose.
Moreover, collect feedback from your team to identify ways you can bolster your project management skillset. Your team can provide firsthand insights into your strengths and weaknesses as a project manager. It can even help you find ways to transform any weaknesses into strengths.
5. Be Flexible and Persistent
Adapt your project management style to the needs of your team. For example, if you manage a multigenerational team, do everything in your power to get employees across different age groups to work together and achieve common goals. Comparatively, if your team is 100% remote, empower workers to complete tasks on schedules that allow them to maintain a healthy work-life balance.
Learn as much as you can about each member of your team. You can then determine how to put each team member in the best position to succeed. Additionally, you can find out about team members’ career goals and help these individuals achieve them. If you have an employee who’s looking for a career change, encourage them to define their strengths and boundaries — there could still be a place for them at your organization.
Finally, track your progress as you grow your team. Establish goals and determine appropriate steps to accomplish them. If you encounter roadblocks along the way, seek out ways to overcome them. Because if you remain persistent, you can expand your team and get the most out of it.
The Bottom Line on How to Grow Your Team During the Great Resignation
Do not expect the Great Resignation to disappear any time soon. But the Great Resignation is not an excuse to ignore your team.
With a consistent approach, you can identify top talent and integrate it into your team. You can also ensure that all team members are happy with their work and want to help your company succeed.
Start growing your team today. By doing so, you can build a team that delivers outstanding results for many years to come.