“Human design reveals your inherent gifts and talents to boost your performance”
30 de November de 2023
24-year-old Pablo has already presented his first resignation letter. The profession of his dreams, his recent incursion in the labour market and the excitement that comes with first times… None of that was enough when faced with stress, endless days of work and a bad working environment.
He was working in the communication industry and he had reached an ambitious position that suited his curiosity quite soon. His training and his young value were properly valued. However, the workplace became unfriendly territory after just 9 months of his arrival. The weariness and tension covered it all, until it all stopped being worth it.
With hope but with no certainties, Pablo was back to being unemployed. Pablo’s story copies the American model as well as the model of other continents. Let’s remember that, in 2021, in the United States, almost 40 million people quitted their jobs; and while, in Europe, there is a certain degree of normality, almost 30,000 people in Spain have followed this trend since the start of 2022 — a number that takes it to an all-time maximum. This trend was born on the other side of the Atlantic, where it was called The Great Resignation — or The Big Quit. Even though this massive quitting was brewed during the pandemic, there are many explanations for it now, two years later.
What can lead Pablo, who was taking his first steps in the professional world and was full of excitement, to quit so soon and not regret his decision? There are many reasons that have fueled the resignations of the past two years:
Is the Great Resignation a prelude of a new trend that’s destined to set in? It may be a bit too soon to say such a thing and we should keep on observing the phenomenon but, if there’s one thing that’s clear, it’s that there are no longer jobs for life.
Work stability is hard to reach these days. That’s why many young professionals who have just started are looking for that minimum stability first, so that they can move on later. They seek to change sectors and to move forwards in the search for a position that really fits their academic training and ambition.
However, it’s not always easy to present a resignation letter. The opportunities to turn down a job are drastically reduced when you don’t have work alternatives, or a financial cushion to get by for a few months, or a specific plan. Then, the only ones who resign are those who can actually afford it.
Workers seek flexibility, better work conditions and, mostly, peace and tranquillity, both emotional and work-related. They prioritise their mental health and avoid work-related fatigue and high exhaustion levels. The dilemma comes when there’s a disagreement on one of the parts. A resignation shouldn’t always have a negative connotation but, in general, it’s an unfortunate outcome for at least one of the parts involved.
In this situation, companies are the ones who watch their workers leave and face a possible increase of costs, unstructured teams and the demand for a reconfiguration of their operations. Are executives being controlled by the nervousness of having no control over the situation? What can they do about it?
These could be some of your goals in an employee retention strategy:
The solution for companies who are stressed in the face of the talent drain is to try some of these formulas or to start setting forth contingency plans for intensive resignations. Could reducing the length of the work day and of the exhausting rhythm made Pablo stay in his company in the position he had fought so hard for? He says that, at least, he would have given the company a second chance and, mostly, to his team. However, the situation got to him before any new opportunities were presented. Until when are companies still on time?
The solution for companies, anxious about the brain drain, involves trying one of these formulas or starting to implement contingency plans trying to face the resignations… A reduction in the working hours and exhausting journey would have made Pablo keep his job? He assures that, at least, he would have given the company a chance. However, the situation ran over him before considering giving new opportunities. When is the company on time to avoid the resignation?