Make the Great Resignation Work for You
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When conducting research for the latest talent management report, HR Exchange Network learned that many HR leaders dislike the phrase "the Great Resignation," which refers to the more than 33 million people who quit their jobs since the spring of 2021. They say it diminishes the transformation that is happening in Human Resources because of this talent movement. It makes it seem like people are simply quitting their jobs to sit on their couches, while employers are pressuring those back on the job to do their own work, while covering for those who have taken off.
Instead, this timeout has been a chance for much needed reflection on all sides. As a result, Human Resources professionals see this as the Great Regeneration, a renaissance of sorts for the employee experience and work culture. And they are not just sitting back. They are taking action.
"The Great Resignation implies we’re in an era or point in time," said Sebastien Girard, Chief People Officer at Centura, in the HR Exchange report, Great Regeneration: How to Win the War for Talent. "I don’t think we’re in an era. I think the market changed."
Transformation of Talent Management
Companies are transforming their work culture, seeking out empathetic leaders, and listening to employees to determine how to move forward. The to-do list for Human Resources to adapt to the times includes:
- Offering better compensation and benefits
- Defining mission and values that match those of employees and recruits
- Providing diversity, equity, and inclusion (DEI) initiatives with intentionality
- Adding upskilling and learning and development opportunities
- Investing in advanced technology to make workers more efficient and productive
- Committing to flexible work and work-life balance guidelines
- Caring for employees’ mental health and wellbeing
A New Approach to Recruitment and Retention
Employee engagement and experience changes drastically based on where everyone is working. Determining a roadmap that includes remote and in-office workers and addresses the unique needs of the organization’s employees is imperative. But some are suggesting that HR leaders take bolder steps to truly transform the hiring process. Many are considering a move toward a more fluid roster of workers with less clearly defined roles.
"With agile talent mobility, people move around all the time," said Vaso Perimenis, Head of Human Resources Strategy and Solutions at Ekstein Consulting Services. "This takes place when people work on multiple projects, they join various teams or initiatives, and the company operates more like a professional services firm and less like a hierarchy of jobs and functions."
Ultimately, HR leaders must face the transformation head on and shift their mindsets about both the look and feel of work.
Download your free copy of Great Regeneration: How to Win the War for Talent and determine how to revamp your talent management strategy for the new normal.
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