Dr. Gleb Tsipursky – The Office Whisperer
Nirit Cohen – WorkFutures
Angela Howard – Culture Expert
Drew Jones – Design & Innovation
Jonathan Price – CRE & Flex Expert
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The global workforce has had its fair share of phases in a short span of time.
From the Great Resignation to remote work, it’s evident that a seismic shift is occurring across the world.
But it turns out, this isn’t just a phase.
In May 2022, over 4.27 million Americans quit their jobs, while 58% of Europeans stated they were considering leaving their positions by the end of the year.
So how do business leaders actually address issues with employee turnover? It requires them to find out why they are leaving — it requires a Great Reflection.
Conversations have already revolved around how to get employees to come back to work as usual, but taking action to meet new demands of the workforce will be necessary.
Instead of running from these expectations, employers need to make concrete plans to create a workplace that employees actually want to come into.
There is a foundational problem in how employers address the Big Quit — rather than find a solution to employees’ problems, leaders are looking for ways to simply stop resignations on their own terms.
By doing so, this completely negates and neglects the very real issues that employees are expressing: they are not happy in the office, they want more flexibility and they need a better work-life balance.
However, as is with all economies, businesses are focused on making a profit by any means necessary. By creating a work environment that chooses profit over people, businesses are doomed to fall victim to the Great Resignation.
Power dynamics in the workplace are no longer a one-way street. Employees have a bigger say in their needs than ever before, and they are willing to search far and wide to find what they desire.
