12 reasons it’s more beneficial than you might think

How is the Great Resignation positive for firms?

While the Great Resignation is undeniable, it’s not necessarily bad news. It could mean that the desirable talent is upping sticks from where they currently are and heading your way, rather than leaving your organisation.

I’ve explored the 12 reasons the Great Resignation could be more beneficial to firms than you might think.

1. It’s bringing in new, previously inaccessible talent that’s more motivated than ever

John Goulding, CEO and founder of communications platform Workvivo, commented that, “We’ve all taken a step back and reassessed. COVID has provided an opportunity for workers to reflect on their role, whether their skills are being put to good use, and to find a much stronger sense of their own value.” Thanks to this break, those workers are now recharged and ready to seek purpose once again.

2. You can promote internally and improve the competency of your people

With the inevitable stepping down of leaders that comes with the Great Resignation, there’s an equivalent step up. Gaps left by departing employees can give your existing talent the chance to perform and prove themselves, gaining promotions and growing with your firm.

3. It switches up your focus and give you a new perspective

Historically, change has been the catalyst needed to revolutionise companies, with an unexpected shake up leading to a necessary change in perspective, shifting goals and improved performance.

4. Restructuring teams can create a more dynamic workforce

5. Improve autonomy and decision-making across the board

Employees will be given the chance to act on different objectives and interact with each other in a new way. In times of fast-paced change, decision-making skills are often sharpened and resilience improved.

6. Spruce up stagnant roles that were in need of attention

The term ‘resignation’ doesn’t have to mean that your talent will definitely leave. It may create a space for conversations and negotiations, giving you the chance to address their concerns and act upon them before they leave.

7. Free up essential resources for future talent attraction

If you do lose talent, you have the opportunity to consider the skills and experience you need. You might want to consider working with industry experts to shape the role around the requirements of both your organisation and the individual.

8. Create a ‘boomerang’ trend where previous employees return feeling refreshed and reinvigorated, ready to renegotiate 

9. It’s making the market a more competitive, exciting environment 

10. It provides a valuable wake-up call for out-of-touch leaders 

11. You can open your organisation to globally-based talent, thanks to hybrid working

12. It’s all the result of an economic boom

With business growth largely suppressed for over 18 months, the sky-high amount of vacancies we are seeing could merely be a backlog following the dormant period of the pandemic. To get back on target for growth, businesses need to bring in the hiring squad.