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Employers Navigate HR Attrition

By National Employee Benefits Practice


Employers Navigate HR Attrition

Jeff Sandercock, Central Region Employee Benefits Leader, shares his perspective on the current trends and unique challenges employers are facing. Jeff oversees the team of employee benefits professionals and business development executives serving the Central Region of the U.S. for Risk Strategies.

 

The so-called Great Resignation continues to be the defining factor for human resources (HR) departments in 2022. Talent attrition at all levels has created an urgency to attract and retain employees. Adding to the stress, HR teams must also now be mindful of the growing phenomenon known as “quiet quitting,” in which employees feeling overworked or underappreciated are disengaging from their jobs, leading to decreased productivity and an ebb in workplace morale.

This surge is hitting employers at a time when HR is not only scrambling to fill vacant positions for their organization but facing large-scale turnover within their own departments as well. A recent study found that 98% of human resources professionals surveyed said they have felt “burned out” by the job in the wake of significant new workplace transformations.

The growing loss of HR talent and the institutional knowledge that goes with it is forcing employers to seek new ways to fill this critical gap. Often, this means turning to outside expertise to help keep HR functions running smoothly. In fact, our own team is called on frequently to help support our clients through these times and we’re happy to dive in to help or direct to resources that can.

Managing the Challenges of Remote Work

Remote work is also presenting new complexities for HR departments. Employers may now have employees located across multiple states where they had not been previously established, including HR staff who provide these vital roles that keep employees paid and benefits active. However, with this new environment has come increasingly complex regulatory requirements. For example, benefits staff need to stay abreast of varying regulations and evolving leave laws at the federal, state, and city levels. We’ve responded quickly to this need by providing a wealth of compliance resources to help employers successfully navigate these changes and these challenges.

Building for Future Success

These are unprecedented times for HR teams who are being called upon to play increasingly fluid roles at a time when the profession is losing talent in significant numbers. Organizations that choose the right business partners and strategies to help execute innovative, intelligent solutions will be poised to thrive despite the turbulence seen today. 

Continue the conversation and connect with the Risk Strategies Employee Benefits team at benefits@risk‐strategies.com.


The contents of this article are for general informational purposes only and Risk Strategies Company makes no representation or warranty of any kind, express or implied, regarding the accuracy or completeness of any information contained herein. Any recommendations contained herein are intended to provide insight based on currently available information for consideration and should be vetted against applicable legal and business needs before application to a specific client.

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