The Great Resignation
Since I decided to leave my permanent job in October 2021, I have read multiple accounts of what has now been coined ‘the great resignation’. With over 20 years’ recruitment experience in both the public and private sector. I have working at a senior level recruiting locally and globally, leading resourcing teams and attracting graduate and apprenticeship talent for programmes. Personally, I see the ‘great resignation’ as a revelation!
What is the Great Resignation?
The great resignation is a phenomenon that describes record numbers of people leaving their jobs during or after the COVID-19 pandemic ended. The term ‘great resignation’ was likely coined by Anthony Klotz, a professor of management at Mays Business School of Texas A&M University. Klotz believes that if it hadn’t been for the crisis, the changes may not have occurred for another 30 years. “The pandemic brought the future of work into the present of work,” he said. “Because these work arrangements give us more flexibility and control over our lives, and more autonomy and freedom in how we structure our lives, I don’t think most people are willing to go back to a traditional work environment,” Klotz adds.
Whilst the age demographic of the great resignation varies the Harvard Business Review comments that;
“Employees between 30 and 45 years old have had the greatest increase in resignation rates, with an average increase of more than 20% between 2020 and 2021.”
Subsequently, as we move into post COVID recovery mode it is evident that this phenomenon will have a huge impact on many businesses.
What is motivating people to resign?
Why are people taking such drastic action? When you read about it, it appears to evoke mass hysteria, the aftermath of the restrictive regime imposed by COVID however I believe if you begin to delve a little deeper you can see a vast array of different reasons. What people don’t realise, when they hear this phrase, are the personal reasons behind each of these very individual decisions. Ignoring this may lead to misinterpretation. For many it’s not as simple as a more senior job title or a higher salary. It is often aspects which are unique to the individual such as the opportunity to bring their whole selves into the workplace or flexibility to collect kids from school.
I believe that throughout COVID people started to re-evaluate things in their lives. With the imposed changes, daily routines were impacted and resulted in significant changes happening literally overnight. The majority of office workers got to experience working from home, no longer was the daily commute an essential component of the working day and lockdown gave people the opportunity to take stock, think about their work/life balance and how they want to spend their time. Many people felt empowered to make positive change for themselves and their families. Overall, what has become apparent is that motivating staff is no longer a ‘one size fits all’ approach.
Impact on companies
There is no doubt that these higher than average resignation numbers have impacted companies in many ways. Companies are now navigating the ripple effects of the pandemic which has included attracting new talent whilst re-evaluating how to retain their teams. Dr. Isabell Welpe, Technical University of Munich, believes that we can learn many lessons from this recent trend in the workforce. Leaders need to reframe the Great Resignation and see it as a unique opportunity to create a new and dramatically improved office that is better for workers, their businesses and ultimately for the bottom line.
Life after resignation & the beginning of Cala Consulting
When I decided to resign from my permanent job I knew that it would be a surprise for many people however my family and friends were very supportive. Life after the 9am-5pm followed a very different routine and I even got to discover the benefits of sea swimming (along with a high percentage of the rest of the population!). Fast forward a few months from my resignation and I get asked a lot about what I am going to do next. It has been an exciting time for me. Stepping into the unknown, establishing a new work week schedule, embracing the simple things in life and, I have to admit, I have enjoyed every single minute of it. I’m excited for the next adventure. With my business registered and things moving forward at pace I believe that the ‘great resignation’ was a turning point for me personally and I have reaped so many amazing benefits. For years I have harboured a real desire to create my own business, an ambition to use my recruitment experience to make a difference to people and to have impact. COVID was the catalyst for me to assess my current reality and to make those changes. So here I am after 20 years of permanent employment and I find myself excited with this opportunity to create a bespoke IT & Engineering recruitment consultancy. From my experiences I have been fortunate to develop a deep understanding of business, have worked closely with thousands of candidates and positively impacted both candidates and organisations. I know I am ready and that this is the right time for me.
Personally, the great Resignation provided me with the opportunity to work towards my ambitious goals, starting Cala Consulting and setting me on this new journey. I remain confident in my ability to make a difference, assist business growth and to support candidates in their career journeys and that is what I am and always have been passionate about.
Want to talk more? I am always open to a conversation or a coffee so please get in touch. DM me through LinkedIn Clare Sinanan | LinkedIn, check out my business page www.linkedin.com/company/cala-consulting-limited or email clare@calaconsulting.co.uk.
