The Great Resignation must be met with great action

Let’s face it, the “Great Resignation” shouldn’t be a surprise—it’s been in the making since COVID-19 became a pandemic over two years ago. As the health crisis forced companies to be flexible with the world of work—including instituting remote and hybrid scenarios for the workforce when available—businesses and employees are now grappling with what a “return to normal” might look like now that the pandemic appears to be on the wane. For many workers, it just doesn’t make sense anymore to return to an office when remote work is possible, and oftentimes more desired.

It’s no secret that workers in certain sectors are quitting in droves, and hiring managers know how expensive it can be to bring on someone new versus retaining the knowledge and skills of a faithful employee. It comes at a tremendous cost in terms of losing employees and making financial investments in new talent.

If anything is true in talent acquisition and retention across Western Europe today, it’s that companies need better, more creative solutions to meet their workforce needs. And at AgileOne, our focus is to help clients reimagine their total workforce strategy. For companies to be successful in their recruitment and retention strategies, the time to act is now.

Top five takeaways:

1. Organizations are on high alert: With 41% of workers considering changing jobs in 2022 and beyond, organizations around the world are on high alert for ways to retain critical talent and foster more loyalty among their workforces

2. What workers want: Key similarities across regions, industries and jobs: People want better opportunities, better work-life balance, and more recognition from employers regarding the value they bring to the table

3. Culture is key: Addressing company culture is key to preventing voluntary resignations. Workers want a more human connection, and to be valued through more thoughtful strategies regarding flexibility, hybrid work scenarios and emotional well-being

4. Reconsider total workforce strategy: Total Talent Management (TTM) connects people, processes, and technologies to help companies create plans to create employee autonomy, better well-being and better benefits

5. Consider contingent: Value and flexibility reign supreme in the contingent world. By adding this talent model to your workforce — and working with a partner like AgileOne — you can diversify your workforce strategy and be prepared for any market changes

Original post: https://www.linkedin.com/pulse/great-resignation-must-met-action-james-hochreutiner/