The Great Reshuffle is a trend that has reformed the job market and the corporate sector. As companies felt compelled to introduce different recruitment models in offset to the Great Resignation, what followed was a large-scale re-engagement of employees on their terms.
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The Great Reshuffle Timeline – Where Do We Stand?
To understand the phenomenon better, let’s first examine its origins.
The Great Resignation (2020-2022)
The Great Resignation is defined by employment experts and economists as a trend that occurred over the course of the pandemic, leading to the mass resignation of workers across industries, particularly the hospitality and leisure sectors. The cause of this erosion was years of disillusionment, anxiety, weariness, lack of inspiration, and corporate burnout, catalyzed by the global pandemic.
The collective effect of this trend culminated in April 2021, when resignations reached an all-time high. This pattern persisted for many months to come. Workers formulated new perspectives on what they expected from work, whether they were where they wanted to be, and what they valued in a working engagement.
The Great Reshuffle (2023)
The Great Reshuffle is the name given to the reactionary movement that culminated in a sizeable return of unemployed workers back to the workforce. Returning with the expectation of getting higher pay, a better work-life balance, flexible hours, and healthy work culture, these employees are earnest in their beliefs. Given the increase in job vacancies and corresponding demand for workers, talent is at a distinct advantage when it comes to weighing job opportunities.
This trend is backed by stats, which show that people can earn more by shifting roles than by remaining in place at a single organization. This has shifted the corporate landscape such that talent is proactively shuffled around much more frequently than ever before.
With that in mind, the Great Reshuffle is the full evolution of the Great Resignation; instead of quitting and remaining unemployed, a large chunk of the workforce merely realigned their priorities, revamped their skill sets, and obtained the fresh start needed to create an advantage.
While many workers are taking early retirements and sabbaticals, there are many more who are reconfiguring their career paths to better align with their interests. Instead of joining a company directly, for instance, they may choose to go through a staffing agency in Pittsburgh. Others are cashing in on the employee deficit to secure positions more appropriately suited to their lifestyles. Still, others have begun their own startups. It can be concluded, therefore, that the change triggered by the Great Resignation has ushered in a new and more evolved phase of corporate labor.
How Can Companies Survive the Change?
The only way to secure high-profile, qualified workers is to meet their expectations, namely:
Better Benefits and Competitive Salaries
Offering competitive salaries and benefits such as fuel cards, medical coverage, and provident funds – are necessary measures for companies to retain employees. Workers equate a higher paycheck to a better lifestyle and actively seek benefits that enable them to save without spending on commutes or other work-related expenses. Selling a job based on its benefits is among the best talent acquisition strategies.
Flexible Timings
Modern employees expect to work on their own terms. This is a potential win-win for all parties, given that many studies tend to show that employees work more efficiently on their own terms, and companies can reduce the fixed cost of keeping offices operational at all times. Off-site and remote work is a huge trend, likely here to stay.
Regular and Timely Feedback
In today’s workspace, mutual feedback is critical. Employers should feel as open to receipt of constructive criticism as they are to safely provide it, ensuring that the work environment is conducive to employee retention and productivity. Just as employees are subject to a performance appraisal process, management should circulate feedback forms for workers to evaluate the company culture and managerial skills in the workplace.
Inclusive Work Culture
A good company must foster an environment where Millennials and Gen-Z, generations hit hardest by the Great Reshuffle, can work in harmony. Given the generational gap, this can be tough, but it is not impossible.
Developing employees enables them to feel safer, and more secure, and to compete in a healthy fashion. You can further improve conditions by creating a welcoming workspace with lots of light, an appropriate break or lunch area, and comfortable seating.
FAQs
What is the Great Reshuffle?
The Great Reshuffle is the name given to the period following the Great Resignation, a period of unprecedented disturbance and uncertainty, which saw millions of workers quit their jobs, to relocate to firms that offered a superior culture and work-life balance.
How is the Great Resignation turning into the Great Reshuffle?
The causal link between the two is such that the Great Resignation necessitated the Great Reshuffle, meaning that the mass resignation of employees across America is what led to their re-engagement in different fields and sectors.
