Is The Great Resignation Really All THAT Great?

The Great Resignation is becoming the bane of workplace existence. This is true not only for employers, but for employees as well. If you digest any reading, or listening material on the workplace, you will no doubt have an eye or ear full of information about The Great Resignation (TGR) and the wild numbers about how many people are leaving jobs, employers being unable to fill jobs, and the wild offers organizations are making to get people to come to work. Are the numbers really that high? Can we blame all this on Covid? Whether it can or cannot, what can we do?

The Situation

Regardless of where you obtain your information about TGR, the numbers of people quitting their jobs can be as high as 41% globally to 740,000 in the US, to there are a lot of job openings out there. One source suggests that 740,00 left jobs in the hospitality and leisure and another suggest that just under 650,00 left the retail industry. Not being great at math, even I can add the 740,000 and the 650,000 and get 1,390,000 and if you add “a lot of job openings” on top of that, maybe you would reach a gazillion! Another source suggests that none of this is really quite the case. Sooooo, what can you believe? Here’s another question for you, “What do Quitting, Tweaking, and Engagement Have in Common?” HINT: TGR. Let’s look at each of these and see if some sort of rationality is in order. Enough panic already.

The TGR Theory

Anthony Klotz, an associate professor at Texas A&M University is the originator of the term, “The Great Resignation”. He bases this theory on the fact that people have stayed in their current jobs for a while and now there is a pent-up desire to change jobs. The pandemic is exacerbating this by causing people to have a change in life priorities of wanting to be with family more. So, we can blame the pandemic, but not entirely. Further, we can place some of the blame on our own “Puritan Work Ethic.” This ethic emphases hard work, diligence, and no fun. This work ethic has become such a part of our DNA as Americans, entertaining any other lifestyle might be tantamount to heresy. We live to work. However, other societies work to live and have thrived under this philosophy for many decades. The younger generations of workers are adhering to this philosophy more and more.

To Quit or Not to Quit – That is The Question

Be careful of following trends. Or remember your mom asking you the rhetorical question when everyone dyes their hair green, pierces their bellybutton, and gets a tattoo on their face, “Should you jump off a bridge just because everyone else is doing it?” Think about the fashion trend of miniskirts. This fashion worked on some, well just barely so to speak, but on some women, well let’s just say, it wasn’t a good fit!! You may have a horrible boss, you may hate your co-workers, or you may have different life priorities now. However, if you quit your job, like the miniskirt, will you have enough coverage? Will you be able to pay your bills, cover health issues without insurance, or be able to keep you and your family safe and warm when the cold winds of winter or trauma blow?  Further, remember, it’s always easier to get a job when you have a job. Be smart about any job or career change.

Tweaking

Pursuing a career is a big idea. Having a job is a nice idea, but by not building a career, you are cheating yourself, your family, and your future. Why is that? Careers offer you many more benefits, flexibility, and a better income. This goes for the butcher, the baker, the candlestick maker, and any other occupation that may be of interest to you. Here are some ideas to consider if you are contemplating leaving your current position.

Ask, how can you tweak your current position to make it better? But first, there are questions a good coach would have you consider.

1. Would you hire you?
2. If this were your company (and it’s not) is what you want unreasonable?
3. What challenges are the owners of this company facing currently that may make it difficult to give you what you want, at least for now?
4. Am I part of the problem, or can I be part of a solution?

Now, let’s get started.

1. Be sure you understand what it is you want. Are you running from something or toward something that excites you? Remember, there is no perfect job. There is always give and take, good and bad, and the exciting and the boring in any position.
2. Make a list of the positive things about your current job. I promise you will find some.
3. Even if there is no upward mobility in this company that you see right now, is there someone who can mentor or coach you about your career or the industry?
4. If you’re sure you want to leave, begin preparing by updating your resume.
5. Go through your kudos file, you have kept one, haven’t you?
6. Find a way to get notices about open positions of interest.
7. Network like a banshee and don’t stop networking even after you land your new job.
8. It’s a lot less expensive for your company to keep employees rather than hire new ones. So, if there is something that really needs addressing, now is the time to gather your courage and address it with your boss in a professional manner.
9. If there is no satisfaction, put your smile on, do a stellar job, and work behind the scenes to find a new position.
10. Never burn your bridges.

Engagement

This is the last of our list of three. Tweaking is for employees; engagement is for employers. Times are tough, turnover may be high, and chaos may rear its ugly head more than you desire.  Be sure to “check your six” as they say in the military and law enforcement. Ask yourself the following questions.

1. If you were an employee, would you work for you?
2. This is your company, but is what you’re asking your employees to do unreasonable?
3. What challenges are your employees currently facing that may make it difficult or even unsafe to give you what you want, at least for now?
4. Am I part of the problem, or can I be part of a solution?

In addition to those questions and despite TGR, the main idea is to maintain, or even increase retention of good employees. One of the biggest ways to do that is through employee engagement. This becomes increasingly difficult in dealing with virtual employees. The following list is on the OSHA website, although credit for it is often given to Forbes. This list will help you understand exactly what to put in place to maintain engagement and keep your staff.

12 ELEMENTS FOR EMPLOYEE ENGAGEMENT

1. They need to know what is expected.
2. People like to have someone else they can call a friend at their workplace.
3. In addition to being concerned about their development, employees need employers to let
    them know periodically how they are progressing.
4. Employees want to be provided opportunities to work and grow.
5. They need to have the materials and equipment they need to do the job right.
6. They want to have the opportunity to do what they do best every day.
7. People want frequent feedback and recognition for a job well done.
8. It is important for employees to know that their supervisors care about them.
9. People need to be encouraged in their development.
7. They want their opinion to count.
8. The mission of the company needs to make employees feel that they are a part of something
     important.
9. It is important to know that fellow employees are committed to doing quality work.
10. People like to have someone else they can call a friend at their workplace.
11. In addition to being concerned about their development, employees need employers to let
      them know periodically how they are progressing.
12. Employees want to be provided opportunities to work and grow.

Summary

Attitude plays a huge roll in handling circumstances. A few years ago, it was an employer’s market, and many felt employees to be stuck and putting up with any type of treatment was the employee’s only choice. Today, it’s an employee’s market and many feel they can just “jump ship” and that there is a luxury cruise ship waiting right outside the door. Unfortunately, that is the stuff of movies rather than real life.

There can be “blame” or accountability to go around for circumstances, employees, and employers. Understand that TGR isn’t or doesn't need to be “all that” as people say. Don’t believe everything you hear and only half of what you see. If you’re an employee, don’t jump from the frying pan into the fire. Businesses are struggling too. Stop and think of circumstances and what you really want out of life and your career. If you’re an employer, keep in mind that different people have different needs, and concerns, but everyone deserves respect, a kind word, and attention – regardless of the circumstances.

If you would like help navigating TGR, call 404-320-7834, or email This email address is being protected from spambots. You need JavaScript enabled to view it., or visit www.performstrat.com. Let's get started