Recruiting and Retaining Employees Through the Great Resignation

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Find out what you need to do to keep the employees you have and hire the employees you need through the Great Resignation. The pandemic forced many to reevaluate their lives, whether personal or professional. There are a few things that executives should consider when recruiting and retaining employees.

Employees are looking for an improved working style. So they are less likely to take up difficult jobs where they feel underappreciated. It is also important to note that other companies will keep changing the way they work. So unless leaders change how things are done, and learn the secret behind recruiting and retaining employees in the current market, they will lose their workforce.

In a webinar I conducted in November 2021, I put the following question to 150 executives from 23 companies in the U.S., Asia, and Europe: “What is the major challenge you are facing right now?” As I watched the comments roll onto the screen, the overwhelming statement was “retaining people.” A close second: “recruiting people.”

I’ve been keeping a journal since March 14, 2020, when it became clear that the pandemic was going to be a life-changing experience. Looking back at my notes, it’s apparent that as people were looking forward in time, this “Great Resignation,” as it’s now being called, was not an outcome they expected.

But should we be surprised by it?

I study the forces that shape work and our attitudes toward it. There are three forces that have been in play since before the pandemic began that help explain why we’re seeing so much turbulence in the workforce now.


First, despite the tragic death rate caused by the coronavirus, people are generally living longer. When we live longer, we focus more on health, so we value healthy work and building resilience. In addition, people are experiencing their life journeys not in the traditional three stages of education, work, then retirement but instead as a multistage voyage. They are hungry for the flexibility to mix and match the stages.

Second, an increasing number of families have two incomes. That boosts the viability of the option to take risks like starting a new business or going back to college.

Third, there has been a subtle but perceptive shift in organizational attitudes from parent/child, where the employee looks to the organization for direction, to adult/adult, where the employee operates with a heightened sense of personal agency.

The combined impact of these three forces is swinging the power pendulum toward employees — who don’t want to just work and then retire, who may start to reject really bad jobs, and who will be paying close attention to what other companies are beginning to offer their workforces.



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Keywords: new job, resignation, great employee

By: Mathew17

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