How Are Companies Overcoming

the “Big Quit?”

How Are Companies Overcoming the “Big Quit?”

We’ve all heard plenty about the problem, have we not? Employees are quitting their jobs at record rates. In fact, it’s likely your organization is among those suffering from the trend. But enough already about the problem. How about some solutions? Do we know what companies are doing to overcome the “Great Resignation?” We do. And this month’s Growth Notes will tell you what they are.



Gone for Now, or Gone for Good?
How to play the new talent game and win back workers

The competition for talent is different now. Employers are competing with the full array of work experiences available to today’s employees—traditional and nontraditional jobs and, in some instances, not working at all. To get in the game, companies must offer adequate compensation and benefits packages; that is the ante. But to win, they must recognize how the rules of the game have changed. While workers are demanding (and receiving) higher compensation, many of them also want more flexibility, community, and an inclusive culture (what we call relational factors) to accept a full-time job at a traditional employer. Read More>


Compelling Pay Offer 4

The 4 Keys of an Employee Value Proposition that Immunizes Against the “Great Resignation”
In VisionLink’s work with hundreds of businesses for over 25 years, we have identified four areas of an employee value proposition and experience that cause the best talent to either join an organization or leave. Each of these is under constant scrutiny by individuals who know, based on their resumes, they have options. And this scrutiny is now happening at higher levels than ever before. Consequently, here’s what top employees are going to expect if you want to either retain or recruit them. Read More>



The Top 6 Things Employees Want in Their Next Job
(Gallup Workplace)
Gallup recently asked 13,085 U.S. employees what was most important to them when deciding whether to accept a new job offered by a new employer. The study revealed that pay and wellbeing-related issues have both risen significantly in recent years, clinching the first and second spots as the most important factors for accepting a job elsewhere. These key job attributes will likely define the war for talent in the coming year, alongside other perennial wants, such as a job that plays to their strengths and job security. COVID-19 policies and DEI priorities are also on the minds of many workers. Read More>


How to Build a Complete and Compelling Employee Value Proposition

How to Build a Complete & Compelling Employee Value Proposition
Read Our Free Guide

Too many business leaders discover too late that their compensation offering is inadequate. They lose a key player or fail to secure a top recruit because their value proposition just isn’t compelling. And never has this realization come more strongly than during the Great Resignation. A pay strategy cannot be an afterthought. It has to be approached strategically and comprehensively or you will fail in attracting, developing and retaining premier talent. But how do you do that? What does a complete pay offering look like and where do you begin if you want to develop one? Download VisionLink’s free guide to learn the answers. Learn More>

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If you would like to speak with one of VisionLink’s pay strategy experts, click on the “Request a Consultation” button below, or call us at (888) 703 0080.

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