The pandemic has traumatized much of the workforce, causing many people to seek other jobs, writes John Borland, CEO of data analytics firm Perceptyx, who offers a four-step plan to implement an employee listening program to uncover and address pain points to boost engagement and satisfaction. “As executives who care about their employees’ well-being, the best thing we can do is to make sure our ears are open and our leaders are ready to act,” Borland writes.



Organizations are using 2022 as a “recovery year “ from the pandemic and the Great Resignation that has followed. As leaders we’re often jumping from fire drill to fire drill, so it’s easy to lose sight of long-term goals like countering the Great Resignation’s effects and listening to employee feedback.

The data our company has collected from some of the top companies in the world point to environmental factors like COVID’s effects on the family or anxiety about returning to the office driving employee experience and overall engagement down.

It’s a trend that started around mid-2021 after an initial rally the year before. Keeping a close ear to what your employees are experiencing – both mentally and physically, while we all strive to get a handle on new work environments – will help employees feel more engaged and more likely to stay in the long run.

We’ve noticed something in the employee experience data from millions of employees over the course of the pandemic – it closely mirrors a “trauma curve,” which is a well-known psychological process victims of trauma use to cope and heal with what they’ve experienced.

The trauma curve, which for an individual might be measured in emotional response or impact, typically shows a progression of phases. After a traumatic event has a negative impact, there is a rebound into resilience.