Is the Great Resignation Over? (Or is Everyone Just Holding On for Dear Life?)

Some weeks ago, I threw a question into a HR group discussion: "Is the Great Resignation over?" With the tidal wave of mass layoffs crashing over industries, it seems like the era of workers ditching their desks in droves has ebbed. Instead, there’s a growing vibe of employees clinging to their jobs a little tighter.

But seriously, It’s a valid question!

• Are the layoffs so rampant that people are suddenly valuing their jobs like rare, precious gems?
• Have companies mastered the art of flexibility like yoga pros?
• Are employees finally bowing to the reality that there’s no such thing as the perfect workplace?
• And maybe, just maybe, are employees realizing that having a side hustle is the new financial freedom, as long as it's not moonlighting as a competitor?

Now, if you're waiting for the part where I offer profound insights into whether people have discovered that money isn’t everything, hold that thought—because it’s a mixed bag.

In all "Demurity", the landscape has indeed shifted. The Great Resignation era might be slowing down, but it’s not exactly done and dusted. The world has changed, and so has the relationship between companies and employees. Many organizations have learned how to roll with the punches, adopting flexibility like never before. Hybrid work? That's here to stay for a lot of companies. Retention strategies? Some companies are testing the waters.

Is Flexibility the New Loyalty?

The real story isn’t just about employees becoming more grateful for their jobs—it’s that companies have evolved, too. They’ve become more flexible, knowing that if they want to hang onto their best talent, they need to meet employees halfway. We're seeing a rise in:

- Flexible Work Hours: Employees want control over their schedules. They’ve gotten a taste of it, and they’re not giving it up.

- Remote Work Options: Offices are no longer the be-all and end-all of productivity. It turns out, people can get work done while wearing sweatpants at home.

- Side Hustle-Friendly Cultures: Whether it's passion projects, freelance gigs, or launching an Etsy store, employers are learning that letting their staff explore outside interests isn’t the enemy—it's a way to keep them motivated and financially secure. After all, as long as there’s no conflict of interest, why not let them dabble?

Employees Are Learning, Too

Now, employees have also gotten a little wiser since the days of the Great Resignation. They’ve realized that while no company is perfect (shocker!), not every issue is worth jumping ship for. Some have even found that a job with good work-life balance, a reasonable boss, and decent paychecks beats endlessly chasing unicorn opportunities.

The cold reality of the economic downturn post-COVID has hit hard, and employees have started valuing stability over the thrill of constant change. But even so, retention remains a challenge. People may be staying put for now, but that doesn’t mean they’ve forgotten about their career aspirations, mental well-being, or the pursuit of something better—should it come along.

What Can Companies Keep Doing?

So, if the mass resignations have eased, what should companies continue to do to keep employees engaged and committed? Here are a few things organizations can stick with—or double down on:

1. Prioritize Flexibility: Keep offering remote/hybrid work, flexible hours, and the ability to balance life and work. It’s no longer just a perk; it’s an expectation.

2. Invest in Employee Growth: Training programs, upskilling opportunities, and internal mobility are still major retention drivers. Employees want to see that their company is invested in their long-term success.

3. Focus on Employee Well-being: The post-COVID workforce cares deeply about mental health and work-life balance. A company that promotes well-being initiatives will have a better chance of retaining talent.

4. Create Meaningful Work: Employees stay when they feel their work has purpose. Aligning roles with personal values and creating a sense of community within the workplace can go a long way in keeping people satisfied.

5. Keep it Real: Transparency is crucial. Whether it’s about financials, job security, or company goals, employees want honesty from their employers—no sugar-coating.

What’s Next?

As we ride out the waves of this evolving workforce landscape, one thing’s for sure—retention will remain a challenge, but it’s not impossible to crack. Flexibility, purpose, and a little sprinkle of humor might just be the secret sauce companies need. Stay tuned for my next article, where I’ll get into the nuts and bolts of retention strategies. Spoiler: It’s about way more than just offering free snacks in the breakroom.

So, is the Great Resignation over? Maybe. But we’ve still got plenty of chapters left in this book.

What's your thought? Share!