So, if they think that you’ll leave without a raise or promotion, they may be all the more inclined to hand it over in a short-staffed environment. That might seem forward at first glance, but most employers know that keeping an employee is less costly than finding and training a new one, says Haarsgaard. “Make your case as to why you should earn more during this interim period, and how you’ll be effectively anchoring the department even after new people are hired.” Even if the hiring process is active for their replacements, the truth is, those folks won’t hit the ground running from day one, she adds. “You could say to your manager, ‘Considering X and Y person’s full-time salaries are now not part of the payroll, and it could take a while to replace them, I wanted to see how I might be compensated for the additional work I’m doing,’” says Salemi. Throw in a job market full of open roles, and there’s never been a better time to exercise your power as an employee by asking for a raise or promotion. The more people who quit on your team, the more valuable you become to your company for the ways you’re holding down the fort. So, if you find that you’re the only one really affected when several of your colleagues have quit, figuring out how to cope often comes down to delegating. It’s typically not feasible for a single person to take on the full workload of a departing colleague, much less that of multiple quitting coworkers. Doing so will save you time and energy.” Delegate where possible “See if you can find faster solutions to certain problems or remove unnecessary steps in particular tasks. “Sometimes we’re so busy trying to do things the way they’ve always been done that we don’t stop to see if there are things we can do to make the system work with less effort,” says Haarsgaard. While you’re organizing, make a point of dropping any unnecessary fluff from the list. “You may want to document everything in a spreadsheet or another organizational tool to itemize everything.” This can help you create a to-do list each day and ensure you’re ticking off the things that matter most. “Start by breaking down each task, project, and responsibility, and putting a timeline around each one,” says Vicki Salemi, career expert at Monster. Once you’ve aligned on key priorities with your manager, it may be helpful to streamline your workflow-given there are likely still going to be a few more things on your plate than there were before (but, ideally, there will be no more hours in your workday). Organize your work to maximize efficiency And having any of these conditions is bound to make accomplishing the work of multiple jobs that much more difficult, setting off a downward spiral. In fact, the same Monster survey above found that 66 percent of employees affected by shortages on their teams claim to be burnt out, while nearly half are suffering from anxiety, and over a third are experiencing physical symptoms of stress such as headaches and body aches. The result: People are being saddled with extra work just as they may feel less capable of quitting-a perfect storm for (even more) burnout, says Grau.Ħ6 percent of employees affected by worker shortages are experiencing burnout, according to a survey conducted by Monster. The economic uncertainty of the moment, with an increasingly likely recession looming, could make resigning now riskier than it would have been, say, a year ago, says Erin Grau, cofounder and COO at workplace wellness consultancy Charter. “If these companies then distribute additional work to the remaining employees while adhering to all of the above offensives, they risk compounding employee grievances and driving away team members.”īut if you’re on one of these short-staffed teams, leaving to find a new job may be far easier said than done. That makes it all the tougher for the workers left behind to cope when their colleagues start to quit en masse. “Many companies experience mass resignations due to low pay, long hours, and unsupportive environments,” says Bridgitt Haarsgaard, founder and CEO of executive coaching platform The GAARD Group.
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