What does that Great Resignation mean for me if I’m leaving, looking for, or just starting a job?
This is part of WERKIN’s new series, “Leaps x Bounds”, profiling change and change-makers. WERKIN Ambassador Shalini Chudasama dives into what the Great Resignation means for you.
Chances are, you've heard about the Great Resignation. The term (ominous and dramatic) has been thrown around quite a bit in relation to the record numbers of individuals quitting their job – 4.3M in the US as of Aug 2021 and more than 1M in the UK, the highest numbers on record.
There is enough advice out there on how to keep your people, how much more to pay them, how much turnover costs, and how firms need to act. A better question for those of us who aren't directly involved in managing people or talent is "what does The Great Resignation mean for me?" and depending on your situation, it might mean different things.
If you are thinking of leaving but haven't yet
If you're thinking of leaving, you're not alone, millions of others are thinking of the same. As you look around, ensure you have a clear criteria/rationale for reason - is it “pull factors” that are causing you to look elsewhere, such higher compensation, more flexibility, a change in industry, a promotion? Or is it “push factors” that make you want to leave – dissatisfaction in your role, with your company, or leadership?
If your desire to leave is more a function of 'pull' factors (i.e., you're not 'unhappy' in your current role but see more attractive opportunities elsewhere), there has never been a better time to ask for what you need (e.g. a promotion, more responsibility, more flexibility). Employees have more leverage than ever before in asking for what they want, because companies are struggling to retain their experienced talent. So, if this is you, share what would help you feel confident about staying with your organization. Of course, having another offer in hand only adds to your leverage, so it could be worth job-searching and interviewing in parallel.
If you recently left your job and are searching for a new one
If you were unhappy in your old job (and leaving due to “push factors”), and have the privilege of quitting, you're probably actively job searching. Ensure you have a clear sense of your top priorities when you are looking for a new job, what was it about your old role that led you to leave (the ‘push’ factors) – and try and get a sense of those factors as you evaluate other potential roles.
As you talk to potential employers, ask what they are doing differently since the pandemic, how they have shifted their policies, and how you could build a career there in the long-term to get a sense of if that is aligned with what you are looking for. For hiring managers, listening to what your employees are asking for and doing things differently will give you an edge.
If you recently started a new job
Congratulations! You got through the hard part of leaving and finding something new, now you want to ensure that your organization follows through on its promises and that you make the most of your start there. On-boarding in a virtual environment can be tough – ask to be connected to people with similar interests, who recently joined, who are in different departments. Ask about finding mentors and sponsors and if they have anything formal in place, and if not, what the best way is to connect with others.
Regardless of your situation
Look at your organization's offerings when it comes to supporting you and your development. What is your company doing to invest in your success individually and programmatically? How easy is it to meet potential mentors or sponsors, a proven way of ensuring longevity at a firm (cite)? If nothing formal exists, what are the informal channels of connecting with possible individuals such as working on different projects, or through affinity groups or other company networks?
The silver lining to the Great Resignation is that people are thinking about work differently, and expectations for how (and why) we work are changing.
Source: BBC
