2021 was the year of record-high Covid cases, accessibility to vaccines, and the beginning of what is now being referred to as the Great Resignation.
According to the Bureau of Labor Statistics, “unanticipated resignations” nearly doubled to 400,000 in September 2021 from its levels seen in the decade prior to 2020.
Resignation indicates that this move was led by professionals who sought better employment elsewhere.
While partially true, this understanding fails to recognize how individual experiences may have forced people out of the workforce, whether that be physical safety or family-related responsibilities.
Having a better understanding of the Great Resignation will alter just how well businesses operate in the future, as well as their ability to retain and engage employees.
With remote and hybrid working policies becoming more popular than ever in 2021, the new year is anticipated to solidify these trends and build upon the progress made within the workforce.
According to a McKinsey survey, workers’ preference for hybrid arrangements after the pandemic grew from 30% to 52%. This indicates that businesses will have to remain agile in their workplace strategies, especially as the health crisis looms over.
More importantly, this will require a newfound relationship between employees and employers.
Leaders are coming to terms with the fact that they do not have all the answers when navigating the future of the workplace. Leaning on employees and understanding their preferences will be crucial in creating a nurturing workplace culture.