How to Survive in The Great Resignation?

The workplace has undergone a massive transformation in recent years, and one of the most significant shifts is The Great Resignation. Coined by organisational psychologist Anthony Klotz, the term describes the wave of employees voluntarily quitting their jobs in search of better opportunities, flexibility, and personal fulfilment.

This movement disrupted industries across the Asia-Pacific region. In countries like Singapore, Australia, and Japan, businesses faced a wave of resignations, making it challenging to fill roles and sustain productivity. The trend showed no signs of slowing down and companies that failed to adapt lost top talent while struggling to attract new employees.

But why are so many employees leaving their jobs? And more importantly, what can businesses do to survive this unprecedented shift?

By understanding what employees truly want. Whether it’s work-life balance, better compensation, or flexible work arrangements—companies can develop strategies to improve employee retention and attract top talent. Those who fail to evolve will find themselves constantly battling high turnover rates, decreased morale, and loss of institutional knowledge.

Why Employees Are Leaving & What They Want

To survive The Great Resignation, companies must first understand why employees are quitting in record numbers. While each person’s reasons are unique, several key factors have emerged as the main drivers behind this movement.

1. Lack of Work-Life Balance
Work-life balance has become one of the top priorities for employees. The traditional 9-to-5 office routine is no longer the standard. Many professionals discovered during the pandemic that they could be just as productive if not more, while working from home.

Now, employees expect flexible work arrangements that allow them to balance their professional and personal lives. Whether it’s hybrid work, remote work, or fewer days a week in the office, employees are demanding more control over their schedules. Companies that fail to offer flexibility risk losing talent to competitors that do.

2. Mental Health & Burnout
The pandemic highlighted the importance of mental health in the workplace. Employees are no longer willing to endure toxic work environments, excessive work hours, or unrealistic expectations that compromise their well-being.
Burnout is real, and companies that don’t take it seriously will continue to lose valuable employees. Businesses must prioritise mental health initiatives such as wellness programs, mental health days, and a supportive work environment to retain top talent.

3. Lack of Career Development Opportunities
Employees don’t just want a job; they want a career. If they feel stuck in their current role with no opportunities for growth or learning, they’ll look elsewhere.

Organisations that invest in career development through mentorship programs, upskilling opportunities, and clear promotion paths will have an easier time retaining employees. Workers want to feel that their employers are invested in their professional growth.

4. Uncompetitive Salaries & Benefits
While salary isn’t the only factor driving resignations, it plays a crucial role. With the rising cost of living, employees are seeking jobs that offer competitive pay, better benefits, and financial security. If they feel undervalued, they won’t hesitate to switch to a company that pays them what they deserve.

Employers need to regularly review their compensation structures, offer performance-based raises, and provide benefits such as paid time off, retirement contributions, and healthcare packages.

5. Toxic Work Cultures
A negative work culture can push even the most dedicated employees to leave. Poor leadership, lack of appreciation, micromanagement, and a stressful work environment contribute to dissatisfaction.

Companies that want to retain employees must build a healthy, inclusive, and positive work culture. When employees feel valued, respected, and heard, they are more likely to stay committed to the organisation.

Strategies for Employers to Retain Talent

With employee expectations evolving, businesses must adapt to retain top talent. Here’s how companies can improve employee retention during The Great Resignation.

1. Offer Flexible Work Options
Employees now expect flexibility in their work arrangements. Whether it’s remote work, hybrid models, or adjustable work hours, offering employees control over their schedules can significantly improve job satisfaction.
Companies that force employees back into rigid schedules risk losing them to more flexible competitors. For more insights on managing flexibility, check out this article on Balancing Remote and In-Person Collaboration for Future Success.

2. Prioritise Employee Well-Being
Workplace stress and burnout are leading reasons why employees quit. Employers should implement mental health support programs, encourage reasonable work hours, and promote a culture where taking breaks is accepted.
Providing access to therapy, meditation programs, and wellness stipends can make a big difference in employee retention.

3. Provide Career Growth Opportunities
Employees want to grow in their careers. Companies should offer training programs, leadership development, mentorship, and internal promotions to keep employees engaged and motivated.When employees see a clear path to advancement, they are more likely to stay with the company.

4. Recognise & Reward Employees
Feeling unappreciated is a major reason why people leave their jobs. Companies that actively recognise and reward employees for their hard work, whether through bonuses, awards, or simple appreciation messages, can boost morale and retention.

5. Conduct Stay Interviews
Instead of waiting for exit interviews to understand why employees are leaving, businesses should conduct stay interviews to learn what employees need to stay engaged and happy at work. This proactive approach allows companies to address concerns before they lead to resignations.

6. Ensure Competitive Compensation & Benefits
Employees will leave if they feel underpaid. Regularly benchmarking salaries, offering performance-based bonuses, and providing strong benefits can prevent high turnover. Perks such as paid parental leave, wellness programs, student loan assistance, and professional development stipends can help retain top talent.

How Companies Can Attract New Talent

With job seekers being more selective than ever, companies must work harder to attract top talent. Here’s how:

1. Build a Strong Employer Brand
Employees want to work for companies that align with their values. Businesses should highlight their positive work culture, employee testimonials, and unique benefits on their website and social media.

2. Offer Competitive Work Arrangements
Companies that insist on five days a week in the office may struggle to attract talent. Offering remote work and flexible scheduling gives businesses a competitive edge.

3. Simplify the Hiring Process
A slow, complicated hiring process can drive candidates away. Streamlining interviews, applications, and onboarding ensures companies don’t lose top talent to competitors with faster hiring practices.

4. Focus on Diversity & Inclusion
Employees value workplaces that prioritise diversity, equity, and inclusion. Companies that actively recruit diverse candidates and create inclusive environments will attract top-tier talent.

5. Showcase Career Development Opportunities
Job seekers want to know they’ll have opportunities to grow. Companies that emphasise training, mentorship, and advancement opportunities will attract ambitious professionals.

Building a Resilient Workforce for the Future

The Great Resignation is more than just a temporary trend. It’s a wake-up call for businesses to prioritise employee satisfaction, flexibility, and career development.

Key Takeaways:
• Offer flexible work arrangements like hybrid and remote options.
• Prioritise mental health and well-being.
• Invest in career development and internal promotions.
• Foster a positive, inclusive work culture.
• Provide competitive salaries and benefits.

Companies that embrace these changes will not only survive The Great Resignation but emerge stronger than ever.

Struggling to attract and retain top talent? Let us help you build a resilient workforce. Contact us today for expert recruitment solutions!