Deconstructing the the Great Resignation

Periods of uncertainty and upheaval often have far-reaching effects on society. They can even lead to people resigning from their jobs.

During the pandemic, the world changed. There were shutdowns, quarantines, and restricted access to goods, services and jobs. Many businesses in the retail, hospitality, food services and travel sectors furloughed and laid off employees. And across multiple sectors, many employees worked from home for extended periods of time — many for the first time in their careers.

With such large-scale disruption in the economy and the lives of hundreds of millions of people, many people have a renewed focus on what matters most to them. That period of introspection and reflection has led employees to rethink their jobs and their career paths.

Most large employers think that their employees are leaving for better jobs. In their view better equates to higher-paying jobs. Yes, the jobs are higher-paying, not just in dollars or cents. These jobs align better to peoples post-pandemic lives.

Almost EVERYONE has had to redefine their business and purpose.

WHY NOT  THE BUSINESS?

But for all the negatives of the “big quit,” I see it as offering an enormous opportunity for business leaders to reassess what already makes them (or stands to make them) a company that current employees want to stay with and prospective employees want to join. Whether seeking a new job or thinking about leaving a current one, many people are looking for well-tailored benefits that promote emotional, physical, and financial wellness.
In that sense, the Great Resignation frames this moment as a crisis. While Klotz may not have consciously linked these past eras, the name likens this to a period of withdrawal. It also centers the immediate consequences for employment status and the job market. But focusing on resignation as a crisis flattens the dramatic change for American values, which could have far-reaching consequences outside of the workplace. For Americans who live with few social safety nets or identify by their work, quitting is a touchy business, often shrouded in a mix of secrecy, shame, and emotional labor. Under the banner of the Great Resignation, individuals are nudged to confront a constellation of questions around the immediate act of leaving a job: Should I do it? Can I afford to? What would I do afterwards? This reflection has real value; people may more actively take stock of their work situation, think through the steps it would take to change, and get the gumption to act amid a broader cultural moment focused on resigning. But in their own words, many people who have been part of this movement explain their choices as a result of reevaluating their lives and where they derive meaning. In this case, a resignation crisis feels like a limiting metaphor when leaving a job may just be collateral to a deeper realignment in American work life.
The Great Resignation indicates mass quitting is a crisis and concentrates on the immediate consequences for employment status and the job market. But focusing on resignation as a crisis lessens the dramatic change in American values.

Americans don’t have social safety nets or identify by their work. Quitting is a touchy business, often shrouded in a mix of secrecy, shame, and emotions. The Great Resignation is confronting people with questions that can have long-term effects on their wellbeing. Questions like should I quit, can I afford it, and what will I do spur individuals to think hard about leaving. With that being said, self-reflection has value.

Many people who are already part of the ‘Big Quit’ movement (meaning they have already resigned) explain their choices due to re-evaluating their lives. So perhaps we’re not experiencing a Great Resignation, and instead, we’re participating in a great work change that can shape the future of the workplace.
Part of the challenge is that businesses don’t have a game plan to follow. Companies have never encountered so few potential job candidates in recent history. Many companies are

rapidly shifting office culture and attempting to navigate the new normal of people expecting flexibility at the workplace. While there may still be debates over remote work, people want the option to stay home.
Regardless of the Covid-19 pandemic, no business can operate without workers. Companies should be focusing on embracing the movement and listening to the needs of employees rather than ignoring them. Workers are not asking for much here. Check out the following ways you can help combat the Great Resignation at your workplace.

People’s needs, priorities, and expectations have changed. Understand what your employees require to feel safe, supported, and secure at work.
Invest in taking care of your employees and their families. Mental health resources and help with childcare can go a long way.

Address burnout and boost workplace wellbeing.
Prioritize culture and connection. Leave work aside once in a while to connect and build relationships with your people.