Did your HR department mentioned the processing of a greater than usual number of resignation forms within the last couple of years? You're probably experiencing the effects from"the" Great Resignation. And your company is far from alone; more that 53% businesses across the United States, Canada, Australia, Singapore, and Singapore, and the United Kingdom experienced higher voluntary employees' turnover rates in 2021 than during previous years.

It is possible that you have heard of the Great Resignation in the hospitality sector. In April, for instance 2021, more than 740,000 employees in leisure, entertainment, and hospitality left their jobs. But this problem is as prevalent in white collar organizations and has become a source of worry for HR managers across the world.

The solution? Re-skilling and upskilling employees in the company.

In this article We'll discuss:

• How do we define the Great Resignation?
• The Real Reasons People are Quitting
• The key to keeping Talent
• Encouragement of Upskilling and Learning at Work
• adapting the learning Journey to an hybrid Workplace

Ready to begin? Book a call with our team now and discover the way Plus can help you create an online school for employees in a short time!

How do we define the Great Resignation?

Coined by Anthony Klutz , an associate professor in Texas A&M University, the phrase "Great Resignation" is a reference to the current global economic slump caused by a large-scale exodus of talented people across the world.

Almost immediately shortly after WHO announced a worldwide pandemic on March 11 in 2020, American firms began to lay off their workers in large quantities. When retail and office stores closed, layoff numbers jumped from 1.3 percentage of the total employed employees in February up to 8.6 percent by March. People scrambled to locate alternatives to earning earnings. Voluntary resignation rates dipped lower than 2% at the beginning of 5 years.

But almost exactly one year later, the resignations began pouring in - and they still haven't stopped.

There has been an increase in resignation rates throughout both the United States and around the world, growing to the millions each month. As of November 20, 2021 the number of resignations was 4.5 million resignations (about 3% of the American work force) in all sectors. 4.3 million of those resignations were from companies in the private industry.

Some of the initial resignations can be explained by routine attrition. According to Anthony Klutz told Bloomberg in May 2021: "When there's uncertainty, the people are more likely to stick around which is why there's been a lot of resignations which didn't occur over the past year."

The Great Resignation continues to rage and shows no signs of stopping. In fact 41% of white collar workers are likely to quit their current jobs in the next 3-6 months. Why, exactly, is it that people are still leaving their job?

The real reason why people Are Quitting

Based on first-hand accounts that have been reported, numerous employees, specifically working in the service sector are stepping down from their jobs due to unsustainable conditions. It is due to low pay, required overtime, and the absence of health insurance benefits and pay-for-sick days.

Some of them resigned in fear of the COVID-19 pandemic. These workers were primarily either employed in front-facing positions that require significant interaction with clients, or in workplaces in which social separation became nearly impossible.

But not every employee is resigning their job due to transactional factors like the salary. Even workers with what may seem like solid full-time jobs as well as great benefit packages are leaving their jobs. Many find that the promise of a once-in-a-lifetime bonus of other financial benefits do not keep them.

There's no need to jump over to other organizations, either. The last time we looked the white collar employees of all levels of income quit without having a new job lined up.

There's a distinct difference between the reasons employers believe they are losing talent, and what's the real reason that employees actually leave.

According to a recently released McKinsey study, employers thought they were losing employees due to inadequate pay, the desire to work from home and/or poor health or because they had been taken over by a different company. In reality, surveyed employees were more positive about the relationship elements. They cited factors like flexible working hours, sense of belonging, being in good relationships with their managers as well as colleagues - and the potential for advancement.

Why do employees look for opportunities to advance? It's not just a question of pay. Many workers are experiencing the feeling that their careers are in stagnation. It doesn't matter if it's a raise or a change in direction or an entirely new field, workers all over the world have been looking at their work path.

When it comes down to it, many workers are looking to quit because their employers are not investing in their skills development or their career advancement.

The Secret to Retaining Talent

So how do you mitigate this major reason for this Great Resignation?

almost twice as long as those without.

Employers with the top positions in the United States are already taking this route. In the month of October, Amazon announced that it will spend more than $1.2 billion in providing gratis upskilling programs to its employees. Why? They'd rather offer employees with professional alternatives in the organization rather than losing employees in a mass.

If you manage your business well, you'll also be addressing employees' lack of feeling connected or strong relationships with managers and colleagues. There is a well-known fact that employees who have a positive experience of job-related education have higher job satisfaction

Encouragement of Upskilling and Learning at Work

Continuous learning may include the developing technical abilities such as a specific type of computer programming and soft skills like leadership, management as well as collaboration. The program allows employees to advance in their field of expertise (upskilling) or shift to another position in the organization (reskilling).

Corporate training programs that are effective can be tailored to meet the needs and needs of the participants within the framework of your organization. You're trying to engage and entice them enough to envision their next career step by working with you instead of other alternatives.

Top tips to get started:

• Find out your learning outcomes with respect to future growth targets
• Create an internal survey among employees and managers to determine the level of interest in major learning topics and new skills

adapting the learning Journey to the hybrid Workplace