GREAT RESIGNATIONS 2021
Dear HR Colleagues,
As you are all aware, apart from resignation, attrition, retention, etc. in the HR dictionary, you need to now add a word called "Great Resignations."
The term "The Great Resignation" is also known as the Big Quit, which is the trend post COVID-19 pandemic. Some economists described the Great Resignation as a general strike.
It is believed that the term "Great Resignation" was likely coined by Anthony Klotz, a professor of management at Mays Business School of Texas A&M University and later spread all across. Now companies need to think, and HR needs to stand up on Values, have innovative retention plans (many organizations think of a hybrid organization model). Less number of working days and more weekends extended flexible and think big to retain their talents.
Yes, Colleagues, as you are aware, the term Great Resignation is hitting the Industry in many sectors in the USA and Europe and now started impacting the Indian Industry also. Majorly IT, ITES, Health Care, Financial Services, Hospitality, Pharma are strongly impacted/affected by the Great Resignations.
Many organizations struggle to prevent large-scale movement of talents from job to job and hiring to replace, the cost of re-hire, impact on business flow, so many things happen around Great Resignations. Millions of Talents change their jobs from April 2021 in the USA, and it is still not over and stepping up further as referred to by the US Labour Department. The percentage of Great Resignation keeps increasing.
This is like unusual resignation by mass or many numbers of employees resigning from one job or organization and moving to another job in an impacting manner, and around 30 to 35% will be the attrition level at a given time.
Psychologists feel that this is due to several reasons to be deeply understood but including the way the employers treated the talents during the pandemic (whether supported or laid off, etc.), Mindset change in the Talents post-COVID that they give importance to family and life more than a job and also majorly due to increasing economic boom post-COVID, there are many opportunities available before the highly capable talents.
HR needs to understand the current situation and trend and support talents and business very innovatively. If you have already taken steps if you all share in this good forum, then it will be a learning to many colleagues further for their understanding.
A lot of news is there in the media about Great Resignation, and you may understand more and more from the media and research articles getting published.
All the Best and God Bless Dr.P.SIVAKUAMR Doctor Siva Global HR Tamil Nadu
From India, Chennai
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337Dear HR Colleagues,
As you are all aware, apart from resignation, attrition, retention, etc. in the HR dictionary, you need to now add a word called "Great Resignations."
The term "The Great Resignation" is also known as the Big Quit, which is the trend post COVID-19 pandemic. Some economists described the Great Resignation as a general strike.
It is believed that the term "Great Resignation" was likely coined by Anthony Klotz, a professor of management at Mays Business School of Texas A&M University and later spread all across. Now companies need to think, and HR needs to stand up on Values, have innovative retention plans (many organizations think of a hybrid organization model). Less number of working days and more weekends extended flexible and think big to retain their talents.
Yes, Colleagues, as you are aware, the term Great Resignation is hitting the Industry in many sectors in the USA and Europe and now started impacting the Indian Industry also. Majorly IT, ITES, Health Care, Financial Services, Hospitality, Pharma are strongly impacted/affected by the Great Resignations.
Many organizations struggle to prevent large-scale movement of talents from job to job and hiring to replace, the cost of re-hire, impact on business flow, so many things happen around Great Resignations. Millions of Talents change their jobs from April 2021 in the USA, and it is still not over and stepping up further as referred to by the US Labour Department. The percentage of Great Resignation keeps increasing.
This is like unusual resignation by mass or many numbers of employees resigning from one job or organization and moving to another job in an impacting manner, and around 30 to 35% will be the attrition level at a given time.
Psychologists feel that this is due to several reasons to be deeply understood but including the way the employers treated the talents during the pandemic (whether supported or laid off, etc.), Mindset change in the Talents post-COVID that they give importance to family and life more than a job and also majorly due to increasing economic boom post-COVID, there are many opportunities available before the highly capable talents.
HR needs to understand the current situation and trend and support talents and business very innovatively. If you have already taken steps if you all share in this good forum, then it will be a learning to many colleagues further for their understanding.
A lot of news is there in the media about Great Resignation, and you may understand more and more from the media and research articles getting published.
All the Best and God Bless Dr.P.SIVAKUAMR Doctor Siva Global HR Tamil Nadu
From India, Chennai
Acknowledge(0)Amend(0)
The Great Resignation represents a transformative shift in how organizations and HR professionals approach talent management. By embracing flexibility, empathy, and strategic planning, companies can navigate this trend effectively and retain their valuable talent.
From India, Guwahati
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From India, Guwahati
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