A search term that had 232 million online references, 'Great Resignation' refers to a trend that made millions of workers quit their jobs during the pandemic. Although the trend originated in the U.S., its impact eventually spread to other parts of the world.
We invited two senior HR leaders to share their opinions on this ongoing trend. This blog post features a few key questions answered by our speakers at the Parichay Webinar Series. The speaker panel featured Ravi Mishra, Sr. Vice President (HR), Advanced Materials Business, Grasim Industries Ltd and Rajiv Naithani, CVP & Chief People Officer, Infogain.
When the pandemic struck, we predicted a quicker rebound since businesses were impacted primarily by the lockdown. But we never knew that the situation would turn out to be this bad. The mass exodus put a lot of pressure on organisations since hiring and retention became challenging. Also, candidates who were onboarded virtually never got to see their workplaces. So, they lacked a sense of belongingness, and this led to cultural instability within organisations.
The effect depends on the nature of the small business, cost implications and its dependence on other organisations. But larger businesses are likely to be impacted more.
Covid has changed the work culture significantly. Continuity and loyalty have been weakened due to the demand-supply gap created by the resignation wave. Even campus recruits are expecting flexible work policies.
Gone are the days when people used to settle down in a job after 40! Nowadays, even seasoned employees are switching jobs thanks to the availability of lucrative opportunities and better working conditions.
When salaries go up, companies will start looking for geographies where the talent pool promises better stability at a lower cost. But employees who switch jobs only for higher compensation are likely to suffer when companies start rationalising costs.
Organisations can pay a premium to get the best technology. But it's even more important to pay employees well. When an organisation is a good paymaster, it attracts and retains good talent. It's also essential to design a work culture and ecosystem that inspires people to stay longer.