Research shows that before the pandemic, one in sixty-seven jobs were remote. Post pandemic, that number has increased to one in every seven jobs are remote. Employees want flexibility and are willing to resign if they are not heard to find employment that grants them the ability to live and work where they feel more comfortable and feel they have a sense of autonomy over their work.

What is the real reason organizations are having difficulty retaining their employees? Is this a great story of resilience or resistance? Given that the mental health effects are likely to persist for a long time, access to mental health care will be an essential issue to watch, according to KFF Women's Health Survey 2020.  Contributors to the CPP Global study (the publisher of the Myers-Briggs Assessment) identified 3 common causes of conflict

• 49%: Clashes between personalities or egos

• 34%: Workplace stress

• 33%: Too much work without enough support

They also found that if an organization is doing emotional intelligence training and mental wellness checks, your team could learn how to handle and experience burnout without leaving the workforce by learning tools and steps that build resilience.

Working mothers were the hardest hit during the pandemic because of a lack of childcare options. For the most part, with daycare and schools closing, it left them to carry a heavy burden of caring for their child/rens education. Each child in their unique age group has an individual learning requirement while also fulfilling their job's full-time requirements. 

91% of working Americans from a recent survey said mothers bring unique and diverse skills like communication, multitasking, and remaining calm under fire to leadership that others don't. That's why it is time for employers to understand and empathize with how to best support them under these conditions.  

✔️ Follow the trends, what story is your organization telling with its metrics?

✔️ Who is leaving the organization

✔️ Is your company open to telecommuting past the pandemic or offering diverse solutions?

Hold authentic conversations regarding the trends that are being seen. Have an environment for open dialogue. Agreeing to hand in a project after 5 PM is not the best your organization can do to support working parents. Assumptions, unconscious bias, and expectations create a gap from correctly predicting and analyzing the data that tells a story about your department for the organization.

Americans are two times more likely to apply to remote jobs than a job that is not remote and they are looking for a way to align individual purpose with their daily work.

Companies realize if they want to attract diverse candidates, they have to meet them where they are now and working mothers have been balancing motherhood, career progression, professional and personal development for years, and the pandemic put a heavier burden on their ability to continue in the same rhythm.

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If Your Organization is Emotionally Ignorant