Over the past year, many millions of Americans have quit their jobs during the Great Resignation in the wake of the COVID-19 pandemic. But unemployment rates are still low. That’s because most of the people who quit didn’t just disappear from the workforce—many of them moved on to new, better opportunities.
What do all these green employees—often in new industries—mean for you as an HR pro? Read on to find out.
According to the Wall Street Journal, in July of this year, the unemployment rate in the U.S. fell to just 3.5%—the lowest it’s been in about 50 years—and the labor market has recouped most of the 22 million jobs lost in the early pandemic. While a substantial contributor to the Great Resignation was late-career Americans retiring early, for the most part, hire rates are matching or exceeding quit rates.
So why are so many industries still feeling the pain of short staffing, and why are cries that “Nobody wants to work anymore” trending? Perhaps because many who quit during the Great Resignation did so not to stop working altogether, but to leverage the hot job market for opportunities to work in better conditions.
The highest turnover and quit rates remain in industries such as food service and retail, often in jobs with low wages, long shifts, and unpredictable schedules. Thousands of employees left these positions to accept roles with higher pay, more reliable hours, and better benefits, which means many of them are likely appearing at your organization as new hires. These “green” employees have a ton to offer, but you’ll need a strategic plan to onboard and train them effectively.
When you look around your organization and see lots of new faces, it can be a sign of growth and potential, but there are also several potential roadblocks HR should consider. Unseasoned teams can lead to the following challenges:
In the big picture, having unseasoned employees on your teams can be a huge advantage. Workers coming to your organization from other industries can offer a fresh perspective on your processes. They also often have experience in high-stress or fast-paced environments (like food service, for example), which can make them hard-working, persistent, and adaptable.
But new hires are also most likely to quit, with turnover as high as 50% in the first year. So it’s important to be intentional about how you onboard and train them—especially when you have a high percentage of “green” employees at the same time. Follow these steps to help new hires thrive and start contributing to your organization’s goals faster.
Navigating a largely unseasoned workforce can be challenging, and it will take a commitment from HR, management, and the employees themselves to make the transition effective. But if you’re willing to invest the necessary time and resources in them, these green employers can help elevate your organization and make it a great place to work.
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