Great Resignation or Great Opportunity?

In March of 2020, we were just beginning to understand the seriousness of the pandemic and its potential for disrupting virtually every part of society. And in today’s world of work, as we grapple with the widely-known “Great Resignation,” we are all familiar with statistics such as the 41% of global workers considering leaving their jobs by mid-2022 and beyond. It should hit home that this trend affects the worldwide economy as well as specific organizations. Maybe even yours.?

Company leaders have been feeling this strain for a while now, and many sentiments about today’s workplace are creeping into the American consciousness, signaling to employers that there are rarely easy answers when it comes to worker retention.?

If there is one sentiment we could all agree on with regard to the “Great Resignation,” then, it’s that there is no one-size-fits-all explanation, or solution.

Different organizations are experiencing different challenges. Still, there are some overarching themes in how workers view their jobs today, regardless of where they live and what they do.?

Workers’ demand for flexibility.?

Remote and hybrid work models have flourished out of necessity due to the pandemic, prompting organizations and employees to reconsider how work gets done. Companies are re-evaluating their ability to offer more flexibility, knowing that employees aren’t as willing anymore to make the daily commute.

The emotional toll is real.?

The pandemic has caused a real toll on emotional health and well-being. This results in burnout, which can include a loss of motivation, a sense of ineffectiveness, and a sense of detachment. To help workers combat burnout, we are working with our customers to confront these issues head-on.

Now is the time to take action.

Despite the challenges we all face as a result of the pandemic, organizations have an incredible opportunity to meet the mass worker-exodus issue head-on. Whether looking for more flexible arrangements, more attractive opportunities, or career advancement, employers can rise to the occasion by taking the concerns of their employees to heart, and developing tangible solutions to improve the employee experience—which we believe will ultimately help to prevent resignations and foster workforce loyalty.

We’ve examined these and other critical talent trends in the third edition of AgileOne’s?Workforce Solutions Market Overview.?This report offers solutions and strategies that can help employers meet their unique retention and recruitment challenges.?

From cutting-edge technologies to award-winning services, AgileOne has the expertise to provide true total talent management solutions, with access to world-class workforce solutions and technologies designed to meet your unique needs.?

Top five takeaways:?

Our full report?provides much more detail on these challenging aspects of talent today — as well as what every company can do to make sure they are prepared to address their own talent shortages.

1.?????Consider contingent:?Value and flexibility reign supreme in the contingent world. By adding this talent model to your workforce — and working with a partner like AgileOne — you can diversify your workforce strategy and be prepared for any talent demands

2.?????Look beyond your industry:?There is qualified talent out there who can adapt to jobs in new industries

3.?????Reskill and upskill:?Take advantage of your current workforce by giving them the opportunity to learn new skills

4.?????Keep flexing:?Offer flexible work options even after the pandemic ends, recognizing that workers today expect creative options for getting their work done

5.?????Break down borders:?Recruit globally where possible if the local talent pool falls short

Want to know more??We’d love for you to?download our third edition of the Workforce Solutions Market Overview today??gain a better understanding of how AgileOne can benefit your business.