As the world grapples with the ongoing Great Resignation, it's clear that this seismic shift in the workforce is far from its conclusion. Unravel the complexities behind this phenomenon and explore why its end is not yet in sight.
There are 11 million vacant positions and only 6.5 million people to fill them
falling birth rates, slowed immigration, record retirement, an exploding gig economy, and the workforce as we know it is hungry for talent
- Suddenly, we’re in the middle of a talent crisis
- Employees have unprecedented leverage
Wave 3: Picking Favorites
June 2022
- December 2022
- The third wave gradually happens.
- We’ll see A-players putting their foot down to stay remote. Employers will have to let them work remotely if they want to keep them.
- What happens to the rest of the office when top dogs are allowed to work remotely?
Wave 4: Kicking the Can Down the Field (Bonus)
Companies that fail to improve culture and workplace experience will see high turnover rates in the next 8-12 months because they hire people who aren’t a good fit.
- Two options to curb this: invest in long-term leadership solutions or wait to see what happens if they don’t.
Wave 1: Change by Force Timeframe: 2020-present
The pandemic first hit, so employees had to learn how to operate in a remote world
- Working online introduced a cocktail of complexities
- Many bosses weren’t especially supportive or skilled in leading remote teams
- People had to adjust their personal lives
- Approximately 28.6 million Baby Boomers retired by the third quarter of last year
What happens next?
Workforce reconfiguration is overdue and necessary for the workplace of the future
Wave 2: Change by Choice
Over the next couple of months, we’ll see even more people quit because they simply don’t want to come back to the workplace.
- Interestingly enough, employees have the upper hand because they are desperate for talent and so employees can pressure bosses to allow flexibility.
