The Covid-19 pandemic revolutionized the world and marked a before and after for the world population. The consequences of the coronavirus outbreak were not only health. Restrictions on mobility and socialization, in combination with the expansion of remote work to large sectors of companies, changed the perspective of workers across the planet.
The phenomenon known as thegreat resignation” is part of a process that began in mid-2021 in the United States. For example, in the spring of 2021, about 33 million people left their jobs in the US, in most cases motivated by new job opportunities, in economic terms and quality of life.
The term “the great resignation“oh”big stop” (the big resignation) was coined by Anthony Klotz, a professor at the University College London Business School, to refer to the mass exodus from work in many companies after the end of the COVID-19 restrictions.
Now, new data shows that this trend isn’t just American, Some 523,000 French people quit their jobs in the first quarter of 2022, as released by the Directorate of Studies of the Ministry of Labor of France (DARES, for its acronym in French). Levels similar to the current ones were only reached in the first quarter of 2008, during the global financial crisis, with 510,000 resignations.
However, The French body pointed out in the report that the level of resignations is currently “high without being unprecedented, or unexpected given the economic context”. recovery after the health crisis. Although the lack of workers affects several sectors of the Gallic country, industries with difficult hours and relatively low wages are hit the hardest.
This phenomenon is also seen in Latin America, albeit in a nascent way, as the economies of the region have been hit hard by the pandemic. In the case of Mexico saw more than 770,000 people leave their jobs in the first quarter of this yearaccording to statistics from the National Occupation and Employment Survey (ENOE).
For many experts from the professional world and organizations, this trend involves several factors in the same movement. On the one hand, the pandemic effectwhich generated it million workers around the world will experience them firsthand a hybrid working model and more flexible with the possibility to work from home.
And on the other side is the great renunciation and symptom expressing the exhaustion of certain labor modelswith structures that in many cases still they have not adapted to the demands of the new generations.
“Despite how convulsed the world is, the effect known as the ‘great resignation’ is spreading to different countries and virtually all industries. Exist labor mobility which is a real intrigue for recruiters and head huntersbecause many searches fail to find desired professionalsand the traditional appointment formats, with long hours and work with only one day off, and only face to face, are no longer accepted by the majority,” he pointed out in Infobae the executive master coach specialized in senior management, professionals and teams, Daniel Colombo.
The reasons for the change
Balance between personal and work life
“It is very common to hear the complaint from leaders about the number of “open positions” for which candidates are not found, as well as the increase in turnover rates, with special emphasis on people holding critical positions or with skills. replaced”, highlighted in Infobae Alejandro Melameddoctor in Economic Sciences (UBA) and consultant on work, innovation and organizations.
After two years of severe coronavirus restrictions, the vast majority of workers have reconsidered the advantages of working from home, the flexibility of schedules and the quality of available free time.
Rigid structures and lack of recognition
Although young talents do not want to be constantly praised, “it is necessary to give them space and participation in key strategies and projects,” Colombo said, and for this reason “these types of people will stick in their positions for many years. that they become discouraged” and that they look elsewhere for what their company does not offer them.
“The traditional mindset, still the most dominant in most organizations, seeks to carry out efficient operations and requires a certain standardization and control to produce predictable results: if I do A, B happens. Innovation, in turn, requires a culture that encourages experimentation”, specified in Infobae, the specialist engineer in strategies, innovation and digital transformation, Diego Paschalidis.
The innovation It is part science and part art., so this combination of logical, rational thinking, problem solving, creativity, empathy and practical skills is difficult for most”, the specialist elaborated. This is reflected in many companies, in which bureaucracy is still in place despite technological advances.
In many companies, the horizontality in certain functions is not so and this causes, according to Colombo“that talent does not shine and does not spread, which limits the freedom and responsibilities to decide.” of many workers.
An exceptional resource does not work alone: it works together equipmentand in general most companies do not give enough value to junior levels and even to middle managers who eventually, who touch the buttons daily for the operation to work”, Colombo pointed out, underlining the importance of promoting self-leadership and “turning every person into an intrapreneur so they can deploy what they know how to do best in the company”.