Over the course of time in HR, we have seen some interesting waves of mass behaviours. In recent times we have had the #metoo movement. Now we are experiencing the Great Resignation, #thebigquit. What the heck is going on? There are a number of credible studies that support people are leaving their current job in unprecedented numbers. Not only are they leaving their job, but quitting and not having another job to go to. This movement is not specific to any one industry. We are seeing the ‘Great Resignation’.

Kn/a HR’s clients are experiencing this in different ways. Here is my take on why this is:

Need A Change

People often talk about needing a change for a number of reasons. Well, the pandemic has spurred on the desire for change. There are two primary reasons for this desire.

Burnout

We have had 2 years of simple decisions being complex, and this is wearing on everyone, including employees. We are all tired. We find ourselves doing our everyday tasks with an added burden, navigating an additional complex matrix for what was ordinary.  

In addition, in this fourth or fifth wave, the new workplace challenge is absenteeism. Some of the reasons for burnout in the workplace include fewer people in the workplace, constantly changing deadlines, rescheduling , and angry customers because service is disrupted.

Workers on the front lines are more worn out than others. This includes all those in the service industry and those that are having to deal directly with COVID impact, such as HR, schedulers, operations managers, etc. As rules change, operations must change. A service can be available, then not. Masking, no masking. Our hopes are raised and then dashed again.

Fit

People in the past may have been complacent about how their values, personal purpose, and life fit with their employers and/or work culture. The pandemic has removed this complacency. People are asking questions that were there but not a priority. With the stress of a pandemic, rather than hunkering down, people are rising up and asking key questions. Is this workplace the right place for me? Does it fit with my values and personal purpose? Can I grow and develop in this workplace?

We don’t have a lot of control over the pandemic, and with the politicizing and rulemaking that is occurring, many feel a loss of personal control. However, we have control over where we work. Leaving a job is a way of taking control.

Cracks in the Concrete

What do I mean by this? Well, in an organization, we had cracks in systems, culture, leadership, etc. When things were steady, the stress on the cracks was manageable. However, when the pandemic hit, the stress on the cracks increased and cracked wide open. All the things in the back of our mind that we knew needed addressing were now were a priority. Poor leadership, bad systems, and poor work culture, just to name a few, were now highlighted. Many organizations did not have a strong foundation to rely on. The foundation had cracks in the concrete, and the pandemic broke them wide open. Also, we were finding that people didn’t realize the workarounds or supports that were being used to bolster up these cracks. Once the pandemic hit and the workplace was flipped on its head, the support was no longer able to be effective. One thing we did find is that when people had to work on their own without the team or supervisor at the ready, people discovered how much they relied on that support and struggled without them. Now we face the ‘Great Resignation.’

Flexibility

Some organizations stepped up to the plate and embraced flexibility – working remotely, or working both onsite and remotely. Some organizations did not. Some organizations moved to a productive model where others still wanted the time clock punched even when people were working remotely. For the most part, people like flexibility. I don’t mean that in the sense that everyone wants to work remotely, but they like to have some say in it (the control thing again). And for those that like working remotely, then moving to an organization that embraces that, or moving away from an organization that does not make sense. The final thing we noted on flexibility is the removal of geographic boundaries. Since we don’t have to physically go to the workplace, the workplace no longer needs to be within commuting distance. There is a greater opportunity for people to find the organization and job that fits them – distance is irrelevant.

As we navigate the ‘Great Resignation’, organizations can get better and stronger. They can listen and respond to the needs of their workers. They can ensure that their foundation is solid and embrace not being limited by geography.

Leah Knibbs is the owner of Kn/a HR Consulting. She has a proven record of accomplishment. You can reach Leah by email here.