The Great Resignation
- Brainz Magazine
- Jun 16, 2021
- 3 min read
Written by: Chuck Bean, Executive Contributor
Executive Contributors at Brainz Magazine are handpicked and invited to contribute because of their knowledge and valuable insight within their area of expertise.
By now, most of us have heard about the great resignation that is coming our way. People are leaving their isolation and looking for a job change. It is estimated that a minimum of 25% of workers will be looking to transition their careers.
As a result, there is going to be a lot to look out for.
First, expect that some people will not physically quit their jobs, just quit being engaged and stop contributing. We call this “I quit. I just haven’t told anyone”. They will be present but emotionally disconnected, especially as they see their workmates move on.
Next, there is going to be a workplace shift. People are not going to quit and go away. They are going to quit and go work for another firm, replacing others who have left. It will be musical chairs for some time.
And third, many of the people that quit and move on are going to be carrying some “baggage.” That baggage may become the new companies responsibility which can be severely damaging.
What to do, what to do?
Employers would be well served to add new incentives that focus on health and wellness in the workplace. Benefits include mental health spending accounts with which employees can use for anything from therapists to hikes in the mountains. This will show staffers that the company is being proactive and has their best interest at heart.
Training is going to be omnipotent. Offering training to upgrade, update or improve skills will not only keep existing employees involved but ensure that your new players are up to speed.
Employers should also consider cutting workspaces in half, partitioned with 50% fixed office and meeting rooms, and 50% open concept workstations set up much like the trendy coffee shops and hotel lobbies that are now common. This will ensure that work from home staffers have a place to kibitz with others.
Employers that are hiring should also be taking the opportunity to run comprehensive tests on prospective employees to ensure that they are not stung in the onboarding process and ensure that their future staffers are the right person for the job and have the capacity for growth.
I have run over 21,000 assessments on people, and without a doubt, it is the absolute best way to ensure that you hire smart.
The great resignation can be either a challenge or an opportunity, your choice!
Chuck Bean, Executive Contributor Brainz Magazine
Chuck (Charlie) Bean started his business career at age 6, collecting golf balls at the local driving range for pennies. “I would spend every Saturday and Sunday making enough money to buy a bottle of pop or a candy bar in the concession,” tells Chuck soon after he was selling golf balls to players on the local course and even beer!
Fast forward, and Chuck was an award-winning sales professional. Management followed. Moving into the paper industry, Chuck carried on with regional and then national turnarounds, eventually named VP Sales and Service, overseeing a team of 180 inside and outside salespeople, managers, and directors.
Following his dream, he opened a consulting and training advisory. Chuck will tell you he has had a great ride. Besides having worked with over 400 companies and over 18,000 individuals, Chuck has consulted and guided some of Canada's biggest stars, including working as COO for one of the world's largest specialty energy service companies.
Today Chuck specializes in developing strategies and delivering training and coaching in leadership, sales, communication, business value building, and teamwork. He is no-nonsense and pragmatic and has helped people and corporations succeed for over 40 years. He will call a spade a spade and work quickly to understand, address, and help fix problems, identify opportunities and identify challenges.
He has developed business strategies for almost every geo-market. He has worked extensively in oil and gas, general industry, IT, electronics, dental, paper, chemical, wood products, and consumer packaged goods. He specializes in B2B and channel-type organizations.
He has authored/contributed to books with Dr. Stephen Covey, Dr. Deepak Chopra, and Dr. Ken Blanchard. Chuck also owns 6 tech start-ups currently in different levels of commercialization.
