The Great Resignation sounds scary, but it’s presenting our workforce with opportunity
The Great Resignation, the Great Reshuffle and even the Big Quit — many names are being thrown around in an attempt to describe the state of the U.S.’s workforce patterns over the past year and a half. No matter how you refer to it — though I tend to lean towards Great Reshuffle, as workers aren’t simply “leaving” the workforce, they are seeking new jobs — the phenomena presents new opportunities for both employers and employees.
Employees all over the country and even in our region are leaving their jobs and going on strike by the hundreds and thousands. These numbers and trends are not to be ignored when we consider the impact COVID-19 has had on our workforce and the future of work.
The first thing we must come to terms with, before we can begin to make changes, is that we will not return to business as usual, our “usual” has changed forever. This may be especially difficult to imagine for businesses in industries that require in person work, like manufacturing and healthcare, two of our region's most prominent industries.
“There’s no one-size-fits-all approach to this new world of work, but what the Great Reshuffle has shown is that there’s an opportunity to think differently and meet employees where they are,” said Hari Srinivasan, LinkedIn's VP of Product Management for Talent Solutions in Forbes.
If you can’t offer remote work opportunities, what flexibility can you offer your current and potential employees? Businesses need to ask their employees what they need. They may want the ability to work shorter shifts more frequently, or longer shifts less frequently. Perhaps employers can provide paid wellness and/or mental health days for current and potential full-time employees.
Additionally, as businesses locate new talent, consider hiring based on skills, not academic achievements. This isn’t to say education is not important, it very much is. But only limiting talent search to candidates of a certain degree attainment may be a barrier to finding a great fit for the position.
When employers prioritize and support professional development and learning, this supports retention of current employees as well. In fact, 42% of employees say learning and development is the most important benefit when deciding where to work followed by health insurance (Udemy). Even in times of stress, an employee's skillset and learning opportunities should be a top priority. Because if an employee’s basic needs are not met, they will not be able to perform to the best of their ability .
As business leaders, we have to meet the needs of our employees and job seekers if we want to create lasting support and prosperity within our community.
Carrie Rosingana is the CEO of Capital Area Michigan Works! Visitwww.camw.org to connect with the Capital Area Michigan Works! team for assistance with career exploration or staffing needs. Capital Area Michigan Works!, a proud partner of the American Job Center Network, offers services in Ingham, Clinton and Eaton counties at our Lansing, St. Johns and Charlotte American Job Centers.
This article originally appeared on Lansing State Journal: The Great Resignation sounds scary, but it’s presenting our workforce with opportunity
