Are we really facing the great resignation?

(I was asked a little while ago to write about the "great resignation". Because I work for an organization that I love, in an awesome role, on an amazing team, I wanted a little time to think about it. I'm clear I don’t have all the answers. But, I am also clear that, what we are facing, isn't some fundamental shift in the workplace. It’s something that we should have been expecting)

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There has been a lot of breathless reporting and discussion about the millions and millions of people that have resigned over the past year. Most of them have left for other jobs and some have left because they just want to take a break, do something new, change careers, etc. etc. - - without another job lined up.

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The breathlessness is interesting. It is as if this was unexpected. It was a SHOCK that people would leave their current employer to TAKE A DIFFERENT JOB or, gasp, to do nothing. But is it that weird?

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Let's check that logic for a business or organization. When the pandemic hit and the economy changed, many companies shed employees. You could call it layoffs or "forced resignations" or whatever euphemism you want.?There is a change in the economy that impacts the bottom line, and, an organization needs to decide how to deal with that impact. It's the same thinking for an individual.

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And, come on, it can't really be a shock. For those of us that have been working for a while, it doesn't seem like the great resignation. It's more like "the great people realignment". Individuals are making the choice to work with and for organizations that excite, interest, or inspire them (what ever that means for them). These individuals are "realigning" to put more emphasis on their priorities or take the chance to make more money while they can. Either way, it’s people adjusting to the broader economy. There is nothing wrong with what is going on; in fact, it kind of feels like a long time coming.

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The reality is that as organizations, we need to be hyper focused on people - - customers, partners, co-workers. You know, all the people that make our work possible. Over the course of my career, I have learned a lot by watching amazing organizations (like the one I work with now) repeatedly outperform their peers, and, in many cases, set the standard for what good looks like. They are the emulated. Here's a few things that they have done to get ahead of times like this:

Stop complaining and start acting

There isn't a lot of breathlessness about the current situation in organizations that succeed. There is action. Of course, they take their time to examine the current situation and determine what can be done to impact it. Then they act - changing vesting schedules, adding to 401k matching, improving opportunities for advancement, or developing leaders - swiftly and course correct as needed.

Focus on Culture, culture, culture

It almost sounds cliché, but culture wins all the time. Organizational culture comes through in every single decision that is made and every product or service that is delivered. It's a manifestation of what we do every day. If you want to learn more about culture, look at those companies on the Top 100 Great Place to Work list or that top the Glassdoor workplace list. They are both successful in the marketplace and the workplace. That combination is realization of culture.

Alumni network is not a bad thing

People are going to leave. Sometimes good people leave. But organizations that understand the importance of the entire employee lifecycle know that. They realize its better to have well placed alumni and people that speak well of their experience than people who run away. Remember: bad news travels fast. People leave for all kinds of reasons. It can be important to support people who leave. There are a lot of organizations that have alumni networks. It's a powerful mark of culture that even when people leave, they still want to hang out with others that have had a common experience.

?There are a lot of great organizations and resources to learn more about, in how to make an organization an incredible workplace. One that wins in the marketplace and workplace. (If you’re interested in any of those resources, I’d be happy to share.)??Overall, we should not be alarmed at the fact that people are taking this opportunity to realign their lives. Even if that means getting a different job (of no job), it's natural. The lesson here is that to win in the future, work organizations must understand that people want more out of a workplace than just a paycheck. They want to feel needed, special, listened to, that their work has impact, that there is a future for them, that there are great people around them, and they are getting fairly compensated. Clearly, there will a time soon when job seekers do not have the advantage they do now.?There will be a time when the tables are turned, and employers have the advantage. When that happens, organizations should remember what we are going through now. People have long memories and can research how employees were treated in good and bad times. The focus on people and culture can't be a reaction to a crisis. It must be the norm.

What do you think? Are we facing a "resignation crisis" or is this just a realignment?

#futureofwork #work