This week, I’m thinking a lot about the “Great Resignation.” The term is based around the Microsoft study, which says that 41% of the global workforce would consider leaving their current employer within the next year. These are the people who stayed still during the pandemic and now they’re ready to jump ship. 

After experiencing the pandemic, there has been a shift in perception. There’s a realization that job security isn’t as much of a thing and people are now wanting to take control of their own future. 

During the pandemic, people had a fair amount of time to reflect and assess what they want from their work and personal lives – and what role they want their job to play in their overall life. 

Then, people are experiencing companies forcing them back into the office and/or companies acting as if we learned nothing from the pandemic and that nothing has changed. What a disconnect. 

This week’s easily digestible tidbit is: 

People and organizations should continue building off of pandemic takeaways. “Work” and “life” shouldn’t be seen as two totally separate aspects; they are deeply integrated, especially now. That doesn’t mean that we should be working insane hours; it means that we should be embracing our personal lives and not ‘turning them off’ for work. 

Want to retain your talent? Figure out what is at the heart of your employees and meet them there. Change your hiring strategy – instead of optimizing for long-term employees, integrate freelancers, independent contractors, and project-based work. 

As always, but perhaps important now more than ever, develop your leaders. Ensure they are prepared with the new tools necessary to thrive in these changing times. They are your direct connectors with your employees.