The Great Resignation has taken the U.S. and the world by storm. In September 2021 alone, 4.4 million Americans quit their jobs.

But some of us out there kept our jobs, and, shock horror, we actually like them.

Entrepreneurship isn't for everyone. As glamorous as doing your own thing might seem, a steady paycheck is often necessary, especially when you're supporting a family.

My experience has shown me that companies need to step up to keep people. People are fed-up with subpar treatment and have every right to demand better. As there's always a flood of articles about entrepreneurship and quitting your terrible day job, I thought I would offer an alternative, positive perspective.

Here's why I haven't resigned.

Management

My manager listens when I tell her something is wrong and takes action. We discuss any ideas I have, and many are taken on board. I feel like an equal. There's never any micro-management or a feeling of "control" over every little thing I do. I'm free to try things and learn from my mistakes.

I expect three things from my manager; freedom, flexibility, and trust, and they have kept me at my job (as an individual contractor with no benefits, I might add) for almost 4 years now. The freedom to try new things and learn from my mistakes. The flexibility to live wherever I'd like, as long as I complete my work. The trust to do things with no micro-management.

People don't leave companies; they leave bad relationships, especially managerial ones. A 2018 study by Udemy found that at least half of employees surveyed quit their jobs because of their manager.

If you're looking to retain employees for longer, it starts with management. How would you like to be managed? What do you expect from your manager? If your company is experiencing high turnover, sit your staff down and ask them why. Listen to their grievances and brainstorm how to solve them.

Yes, some people are lazy and prefer to rely on unemployment benefits (I know some of these people), but most just want better working conditions. Communication is key. Ask why.

Colleagues

If you're unsure about staying at your job, ask yourself this question: Would I go out for a coffee with my colleagues?

I'd have a coffee with every single person on my team and senior management. They're kind, empathetic, and we'd have a lot to talk about that has nothing to do with work.

You can always switch careers and professions, but what matters most are the people, the company culture. If you feel good, you'll stay longer. If you feel abused, you'll quit as soon as you can.

This is why companies should allow prospective employees to speak with a few members of the team they might be joining. This is an opportunity for both sides to assess their future relationship and whether there's a match.

I don't believe in colleagues being "family" or even friends. What has kept me at my full-time job are the positive, professional relationships I have with my team members (including the people I manage).

Flexibility

Before the pandemic, I traveled while working. It was a great perk of being an associate. The option to work remotely and never set foot in an office works best for my lifestyle. I can't imagine living in the same city and having to commute. I divided my time between Morocco and Greece when we could travel without restrictions, experiencing both countries while working.

I can also work whenever I want. Most days, I'm up early to get work done so that I can write in the evenings. Some days I work later. I also changed my schedule in August 2020 from working 40 hours in five days to doing it in four, with Fridays off. I now have a weekday to write, run errands, go for long walks, or do whatever I want.

In 2018, at least 96% of U.S. professionals wanted more flexibility at their jobs, particularly the ability to work when and where they'd like. But only 54% reported having this flexibility, illustrating a gap between what companies were offering and what employees wanted.

With the pandemic, this has changed, and the jobs that employees were told couldn't be remote suddenly are. Globally, employees are asking for better working conditions, and rightfully so.

Career Progression

I was in a bit of a rut last year. After over three years of being an associate researcher working in executive search within the international development sector, I was experiencing a lull in my career. I felt unsure whether I was in the right place or doing the right thing.

My manager sensed it, so we had a conversation about how I'd like to progress in my career. We talked about my interests, where I see myself within the company, and how to use my strengths. We agreed that taking on a more managerial role would be a good next step. I didn't want to become a consultant, which is the next step after researcher, so we had to try something different.

Career progression and feeling supported to take paths that aren't conventional is important. 83% of 5,000 surveyed employees in the US and the UK felt companies should support career progression.

Employees need to feel that the company they're working for cares about them. Managers can do this by having those difficult, sometimes uncomfortable conversations and being open to employees trying things out. Set career paths aren't for everyone. Again, flexibility is key.

People aren't quitting their jobs because they're bored. They're quitting because companies don't care for them enough or listen to their very valid grievances. Good management, positive relationships with my colleagues, flexibility, and the opportunity to grow in my career are the top four things that have kept me at my job.

How we work has permanently changed now. Companies that do more for their employees will survive, while those who don't will fail. The employees have spoken. Companies need to listen.

Do you like your job? Hate it? Why? What can your company do better?

Thanks for reading! ❤

Feel free to reach out: razanecherk@gmail.com. I'm also on Twitter and Instagram.

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