Employers Have a Simple Fix to the Great Resignation

Despite the continuing Great Resignation wave that’s leaving employers confused in its path, my company only faced one resignation last year — a far cry from the raging turnover occurring now.
It’s mind-blowingly simple how to avoid a wave of resignations.

Treat your Employers well. That’s it in a nutshell.

I view the confusion as a perfect misalignment of priorities. Certain things resemble the bread and butter of a reason an employee will stay. Other miscellaneous items are only are a cherry on top (insert ping pong tables). For example, employers often confuse intangible things like a family-oriented company and tight-knit culture for reasons why employees should never leave.

Their approach is backward because they want everyone to think like an owner but remain an employee.
Here’s what employers who unlocked the puzzle to the Great Resignation already figured out. So if you’re an employee, keep looking until you find these things.
Start with the bread and butter (pay and benefits).

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Compensation and benefits mark the starting point of your career. If a company doesn’t offer competitive salaries and benefits, why should you bother staying?

I’ve worked in places:

Where employers pay below the market and expect that to continue for a lifetime. I could afford to work at a company in my early 20s that didn’t offer health insurance or a retirement plan. But eventually, I can’t stay under my parents’ insurance and can receive those staple benefits elsewhere. Then, employers share the nerve to make a counteroffer: a disguised and last-ditched attempt to show their appreciation (but only after you gave your notice).


Working at a company with stellar pay and benefits keeps you from wondering if the grass is greener on the other side. Instead, you’re offered stability to not only work but enjoy life. Traveling isn’t a dream but a doable reality.

I always see people on social media blaming Employers.

Additional unemployment checks must be the root cause of everyone’s laziness until it’s not. More people are self-employ. Others realize working minimum wage and getting yelled at every day isn’t the life they want.


The U.S. isn’t providing supplemental unemployment anymore. But increas wages are now demand. And companies that refuse to jump on the bandwagon will get left behind, scrambling for bread crumbs.


When I visited my hometown for the holidays, I saw hiring signs everywhere. But a local pho shop advertised a starting wage of $25/hr, a $1,000 sign-on bonus, and tips. Each time I visit, the restaurant is bustling and fully staffed. $25/hr in an industry that typically forces employees to rely on tips to make ends meet is life-changing. It’s like they understand the market too quickly.

What job seekers should look for:

If you’re interviewing and a company is offering below market, skip the opportunity. Your interviewer is a byproduct of a company stuck in its ways. They don’t want to increase pay because they can’t rationalize paying someone more than they’ve had in the past. So rather than increasing salaries across the board for their current employees, they’ll wait out and lose revenue for someone willing to accept low pay.

If companies aren’t Employers

You to join in this Great Resignation market, it’s better to move on. Flexible work creates an ideal environment.