It’s here. The Great Resignation is happening, and it’s a trend that shows no sign of slowing. In fact, the number of people leaving their jobs has been on the rise for the last few months. You may have a friend, family member, or colleague who has quit in search of something new – or you might be thinking about exploring a brand-new opportunity yourself, maybe even making your side hustle your full-time focus. Whatever your take on this talent tsunami, it’s a global phenomenon and it’s growing fast.
Ok, so we know what it is – we may even have experienced it ourselves – but how did the great resignation start?
Let’s look at the very beginning. Many experts see the great resignation as the result of a world that’s been gripped by a pandemic. Covid-19 hasn’t changed our perspective, it’s shaken our whole worldview. Suddenly, people have made life changes they have been putting off for years or taken a leap to pursue their passion. While many companies have shifted their attitudes to workers, increasing remote work opportunities and blurring geographical boundaries to connect with skilled people everywhere.
What does this mean for the job market and candidates?
If a job requires a physical presence, many companies are now offering more incentives and higher compensation – understanding that workers who feel valued will perform better. This is prompting more and more workers to jump into newly created and better-rewarded roles.
However, some specific skills are rising to the top as the war for talent really heats up. Employers are looking for a blend of soft and hard skills with communication, project management, flexibility, and creativity all high on the list. If you’re looking to take advantage of new opportunities during this period of flux, these are the skills you need to master.
How can organisations get better at attracting talent?
During the darkest days of lockdown, some workers felt their efforts were not seen or appreciated or that their employer didn’t provide the support they needed. While others are looking for greater purpose and meaning in their career or better work-life balance. The reasons are numerous, but one thing is clear, companies must pay more attention to complex talent needs and create work environments where people feel valued if they want to retain or attract the best candidates.
Organisations have to put more time and effort into writing job descriptions and advertising open positions while being open and transparent about the benefits and culture they offer. Simply, they have to work harder and have a more clearly defined mission statement to be somewhere that great talent wants to be.
The great resignation trend can feel overwhelming, but it may be instrumental in changing the way talent and organisations connect for the better. It could pave the way for more meaningful work for talent while motivating business leaders to change their approach to connect with the very best people around. Whatever happens, the great resignation isn’t going anywhere, so it’s vital to evolve fast.