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The Great Resignation

Some say there is a revolution occurring and an increasing number of employers are feeling it, right where it hurts. 

According to a survey of over 400 HR professionals by Seenit – a whopping 62% say they recognise the ‘Great Resignation’ as a phenomenon within their current workplace. 

A worrying number have recorded an increase in staff turnover in just six months.

In March 2022, The Office for National Statistics reported that more than half of the UK population are still avoiding crowds, public transport and close contact, despite the removal of restrictions and the need to isolate. More people are working from home and using digital technology for work, hobbies, activities and socialising.    

There is no getting away from it – our world has changed. 

The last few years have been challenging. Priorities and behaviours have changed. The cost of living has increased and people want, in fact need, more money. An increasing number of people are intending to leave their current jobs now that the pandemic is deemed to be over.

Employees now have splinters in their asses from sitting on the fence, waiting for the storm to pass before submitting their Dear Johns. 

But what can you do about it? 

How can you or your business survive and even better thrive in what we are calling this post-pandemic fight for talent? 

The simple answer as far as I am concerned is this: we must all get FIT TO COMPETE.

HR must invest in strategies to become an ‘employer of choice’ which to us means a company people will want to work for and given the choice of two or three job offers, which they will, they choose you. 

Having won, the most important thing thereafter is how you care for them. 

Some people work to live. Others live to work. Employees want to belong to something and to be given the chance to make a difference, whatever difference that may be. 

They want to learn, develop and grow and be recognised and rewarded along the way. 

Having spent most of my career advising HR, owner-managers, boards and leadership teams on how to recruit, engage and retain a highly skilled and committed workforce I can say with absolute certainty, being fit to compete is not just about money. 

I have seen good businesses lose really good people to their competitors and for little more than a marginal change – but one that really mattered or made a difference to the employee.

The key is communicating and caring enough to find out what that might be and before it becomes a reason to leave. 

Kelly M. Whitfield

Founder & CEO

KLIK UK (SaaS) Ltd

A FUKC I.T Ltd – Careers & Community Platform

On Key

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