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The Great Resignation: how can leaders and companies 'embrace' it?

Whether it is called 'The Great Resignation',  'The Great Reshuffle' or 'The Great Realignment', one thing is certain: higher numbers of workers are quitting their job globally. From an employer's perspective, this phenomenon can be really challenging and it can create significant disruptions. But is there a positive side to it and how can companies embrace it?

Markas' Head of Training, Sara Dalprà, invites us to reflect on 'The Great Resignation' and see the decision of an employee to leave his or her job from a different point of view.
The great resignation - job candidates
The health crisis that we experienced the past couple of years has reshaped people's priorities. As a result, according to global studies, employees are more likely to consider leaving their jobs. So, is quitting a form of betrayal? 

Indeed, the so-called 'Great Resignation' seems to be a global phenomenon. And while there have been many studies trying to figure out why this has been happening, HR specialists, leaders and employers can try to embrace the positive side of it. What do I mean? 

An employee leaving his or her role should not make you feel betrayed. It's not necessarily a betrayal. Quite the opposite; it can be a great advocacy platform. As long as a business cares about its staff and the employee has a positive relationship with the organization he or she can act as a brand ambassador and create positive word of mouth. 

So it really depends on how companies treat their staff and how much they invest in training and development. Staff development programs help employees and companies grow but they also contribute to creating a healthy local talent pool or 'km zero opportunity'.   

What do you mean by 'km zero opportunity'?

If the majority of businesses that operate on a regional scale truly invest in people, promote positivity and creative thinking, even during challenging times like this, there can be a real exchange of knowledge and talent as people redefine their career and change jobs. It's a circular process that can benefit companies, communities but also local economies.
The great resignation - happy face
What can businesses learn from 'The Great Resignation'?

HR professionals, managers and leaders should get used to internal mobility and flexibility. 'The Great Resignation' phenomenon shows that people are indeed resigning, but most of them are finding new roles, where they feel happier and have more incentives or flexibility. What does this mean?  

Leaders should allow the movement of talent within their organization. They need to give their staff the opportunity to challenge themselves and break their routine. If employees feel bored, there is a higher possibility that they will look for another career opportunity. 

By challenging people, by allowing them to change departments or roles, by allocating the right projects to the right people, companies not only keep their staff happier and retain talent but they also promote knowledge exchange within the organization.  
The great resignation - happy employees
Some might claim that in the midst of 'The Great Resignation' there is no point of investing in employees who might leave. Do you agree?

It's better to invest in people, even if they resign, instead of having people that do not develop their skills. Why? Every organization has certain goals to achieve and employees are the ones that will make or break a business.

Therefore, employees need to be well prepared in order to achieve the desirable results. Because they are the ones that will carry out your mission. They are the ones that will interact with your clients.  In other words, people are the core of your business and if you don't look after them they will be less productive, less happy and, consequently, less likely to contribute to the growth of your business.