Lessons Learned from the Great Resignation
I’ve listened to and read about the Great Resignation. People are leaving their jobs, organizations are trying to figure out how to keep workers, generations are blaming society, upbringing, and anything else they can.
I’ve pondered it all as I’ve listened to people emphasize training and development to keep workers. I’ve listened as organizations talk about hiring practices and workplace culture. There has been talk of Diversity, Inclusion, and Belonging and much more.
As I’ve listened and pondered, I learned several lessons.
The Great Resignation shows the world is changing.
There has been a shift in society over the past couple of years. People have had time to think and once the world slowed down, people could hear themselves think again. Some people learned that they loved what they do, others learned that they were burned out, stressed, and dying as a result of a job that could fire them at almost any time. This group of people decides that life is to short to stay miserable or to settle for less than what they really want. The result, they left their jobs.
This is not a cause for alarm or concern, but an opportunity for bigger, better, and more fulfilled. As each person lives their dreams, plans for and achieves their goal, I can see society becoming enriched.
Honor those who left and those who stayed.
I’ve seen so much talk around keeping employees, but what I’ve seen less of is this fact: Some people needed to go. If an employee found their motivation and drive in a different direction, trying to get them to stay will do both parties a disservice. Honor the choice they made. Let them go with well wishes and blessings.
Honor those who stay by asking why and what you can do to help them achieve their goals. Employees that stay with an organization and reach their goals fall into at least two categories. They are employees that are either steady workers that will help your organization thrive or those who will focus on bringing innovative ideas. Either way, listen to them and give them space to grow. Know that grow sometimes means mistakes. Build in a margin for error as much as possible and encourage trying new things instead of penalizing mistakes.
Hire Better
Many current interviewing skills and techniques are misleading. They focus on what an employee has done to the detriment of what they have learned over their career and the plans they have for the future. Asking a question about a 5 or 10 year goal is less important than how they can see the company improve. Knowing examples of past projects and past results pales in comparison to know what they learned and took forward to new projects.
By focusing solely on the past, we leave little room to see growth. When new employees don’t seem to grow or progress, don’t be surprised. They were hired based solely on past results, so why should they feel safe to grow?
Losing a number of employees at a time is tough for an organization. Walking away from a job may be tough for an employee. Overall, the Great Resignation says that people are following what they value. This is a cause for celebration, reflection and a great opportunity for growth.
If you are an employee that left to follow your dreams, achieve your goals, or find a better situation for yourself. Congratulations!
If you are an employee who stayed because you are at your dream, you don’t have the resources to leave or you’re making plans for something else. Congratulations!
If you are an organization who had lost people, I grieve their loss with you and celebrate the opportunities for those coming in.
