Few people could have predicted the cascade of events when the initial “stay-at-home” order was issued that day in March 2020. When the pandemic began, many people were working jobs that were comfortable and familiar, although not perfect. Had life remained at the status quo, they may have continued their daily trek to the office without much thought. But the crisis inspired a great deal of reflection and redefinition of priorities, an unforeseen result that has caused a significant shift in the American workplace and an exit from employment at all levels. Economists have fittingly declared the mass exodus the ‘Great Resignation.’
For corporations, the sudden shift to universal home offices allowed employees to experience a different way of working – and they found that they didn’t miss the commute and enjoyed more time with their spouses and children. Many who never considered working from home settled into the new routine with unexpected ease. Companies that ultimately refused to offer flex-scheduling and remote/hybrid positions found themselves losing long-time employees to those companies that would.
Additionally, some people left the workforce entirely – while others saw an opportunity to finally pursue their own businesses. But it was not just the venue change that encouraged the mass exodus from traditional working methods. A recent Stanford study reinforced what past research has always maintained – employees are motivated by how well their employers treat them.
Unfortunately, the measures many companies took to survive the pandemic “ripped the veil” and revealed significant operating and workforce challenges. First came the layoffs, then the problematic day-to-day reality of those left to interact with clients in less-than-perfect circumstances. Essential workers – especially those in lower-paid positions – were forced to carry the weight of upper management’s decisions. They worked long hours with minimal staffing, and workers quickly burnt out and became disillusioned.
Employees stayed where they felt heard and supported – and left those places that failed to rise to that acceptable performance and support standard. The pandemic reminded people of what was truly essential and snapped them out of the trance of the “daily grind.” Companies, especially many in the service industry, were left dealing with shortages of employees – a deficiency that, for the first time, could not be resolved by offering more money. In fact, a survey by executive search firm Korn Ferry found that 94% of retailers had trouble filling empty roles, even with increased wages and hefty sign-on bonuses.
Big Business is Not Immune to the Great Resignation
Corporate workers also expected their employers to be sensitive to family needs, balance health and safety with productivity concerns, and be flexible enough to embrace a new way of doing things. Companies that have failed to do so have suffered greatly. The same study asked people if they would accept a pay cut to work for a company that aligns with their values – and the vast majority said they would. One of the most significant factors for all levels of professional workers in choosing a new position was the ability to work more flexibly and to leave the traditional 9-5 behind.
This shift in thinking significantly improved conditions, policies, & procedures surrounding the pandemic, and a new reality exposed deficiencies in systems and technology. Two decades of advancing technologies have slowly but surely been transforming the workplace and requiring changes in standard operating procedures, yet more is needed.
The need for cohesive and accurate shared knowledge becomes ever more critical as the general population embraces remote capabilities and teleconferencing replaces division meetings. Companies that have adopted remote and hybrid workforce structures must also ensure that their employees are adequately onboarded, mentored, and educated to establish and maintain a cohesive company culture. Cultural cohesion is essential to maximize productivity, efficiency, and profit regardless of where an employee’s desk is located. To combat the “Great Resignation,” successful companies are finding meaningful ways to keep their employees integrated, valued, and connected.
About the KLONE Group
The KLONE Group has developed powerful digital tools that keep your team connected and productive. Call today to learn more about the KLONE Organizer, an innovative knowledge portal that aggregates all of your essential corporate information – providing easy accessibility to your employees whenever and wherever needed.