FedWriters’ Post

We all remember the 'The Great Resignation'. But have you heard about 'The Big Stay'? Well, it seems just a couple of years since the job hopping of the post-pandemic workplace, employees are increasingly prioritising stability and choosing to remain in their current roles. Read more from Generation CEO Mona Mourshed for The Independent on the new workplace trend dominating the headlines and why, against this backdrop, there is a real need for employers to consider how they can develop the skills of their existing staff. Let us know if you've started to see these trends change in your workplace in the comments 👇 #GreatResignation #BigStay #workplacetrends

Is the “Great Resignation” of 2021 and 2022 set to make a comeback in 2024? “Take this job and shove it I ain't workin' here no more…” Remember the “great resignation” period just a few years ago when, at its height, some 4.5 million workers were quitting their job each and every month? Could there be another great resignation poised to strike the job market again here in 2024? New forecasts by Microsoft and LinkedIn hint at just such a return. In “Nearly 50% of People Are Considering Leaving Their Jobs in 2024—More Than During the ‘Great Resignation’” written by Morgan Smith and just published on CNBC, you’ll learn several reasons why so many people are taking a hard look at their current job and choosing to look for a new one. Again. Here’s a quick excerpt from the article: “Nearly half (46%) of professionals say they’re considering quitting in the year ahead — higher than the 40% who said the same ahead of 2021′s great resignation, according to new research from Microsoft and LinkedIn, which surveyed more than 30,000 people in 31 countries between February and March 2024.” Take a moment to delve into this intriguing exploration of the emerging trend towards increased job mobility. Understanding these dynamics can better equip both companies and individuals to manage through what looks like a challenging and changing job market ahead. “No one can discover you until you do. Exploit your talents, skills, and strengths, and make the world sit up and take notice." - Rob Liano #employment #careers #changingjobs #jobsearch2024

We’re all familiar with “The Great Resignation”, but there's a new contender entering the ring: "The Big Stay." A MyPerfectResume survey found that 80% of surveyed US employees are predicting "The Big Stay" to take over this year. Referring to how employees are increasingly staying at their current jobs for a longer time, this shift is supported by 61% of respondents who anticipate a lengthier hiring process in 2024 compared to last year. I have my thoughts on why this is a predicted trend, but what are yours? #thebigstay #recruitmenttrends #hiringpractices

🚀 From the Great Resignation to the Big Stay: Navigating the New Hiring Landscape 🚀 Hey LinkedIn community! The workforce dynamics are shifting from the Great Resignation to The Big Stay. Employees are now valuing stability and work-life balance more than ever, impacting hiring trends. This change presents challenges for hiring managers in filling critical roles as resignations decrease. As a tech recruiter, I understand these complexities. If you're facing difficulties in securing top talent for your team, let's connect. I can help you navigate this evolving landscape and build a resilient, long-term workforce. Let's Chat About It! 🔗 #BigStay #TechRecruitment #TalentRetention #HiringChallenges #WorkLifeBalance

80% of workers who quit in Great Resignation regret it. The quick fix was: "I'm going to leave a company where I'm valued and I actually enjoy the work and I am going to go over here for a 15% raise." Then they got there and it wasn't what they thought and the raise wore off. The high. You know there's a decision like; "Ooh, I make a decision, I get ahead quick." You feel like you've gamed the system. Then they're there for 3 months. That place sucks. And that's what you call the great regret. We're talking about a millions of workers. Millions. Who said; "I wish I had stayed at my previous company." Quitting to a new company isn’t always the fix to your frustration. Many times the best option is to stay and work through the circumstances. If you regret leaving your previous company and the work culture, I suggest you ping me. I will connect you with my Talent Acquisition team here at Fusion Business Solutions (P) Limited (FBSPL) to land a similar job that will give job satisfaction & have a great culture to support your work life balance. My team includes: Love Paneri Utpal Prajapat Bharat Sen Md Raj Swarnim Tripathi Heet Bhawsar Ayush Jhagrawat Dharmesh Jain Hemant Meena Pushpit Singh yadav Ridvika Anand Medhavi (Maddy) Purohit Mohit Salvi Agniv Roy Choudhary Mayur Kharecha Kalpana Meena Vaishali Damor Archit Dashora Mukesh Darji Vaibhav Kelani Payal Verma #GreatResignation #CareerAdvice #EmployeeSatisfaction #WorkCulture #EmployeeEngagement #UnexpectedCulture #UnmetExpectations #ShortTermGains #RegretfulDecisions #LinkedIn #CareerTips #WorkLifeBalance #HumanResources #JobSatisfaction #CareerRegrets #EmployeeRetention #CareerDecisions #CompanyCulture #ProfessionalGrowth #JobHopping #EmploymentInsights #EmployeeExperience #CareerDevelopment #StayOrLeave #ResignationReflections #WorkplaceChallenges #JobTransition #JobSustainability #CareerStability #WorkplaceSatisfaction Shweta Dubey Madhukar S Dubey Ankur Chatterjee, Chirag Lohar Tarun Singh Rathore Mohammed Tahir Swapnil Sharma Kuldeep Bhatnagar Ishaan Bhatnagar Muddassir Khan Chetan Choubey Sweta Chaudhary Tanuj Sharma Avadhesh Sharma Soni Rai Sabah Dawood

Is this a periodic phenomenon? Many of the reasons this article sees for the current wave of resignations (cost pressures, AI wriggling into workplaces, career ambitions conflicting with perceived workload) are more or less industry wide phenomena - is the grass on the other side of the river really greener than where you're now? How likely is it that doing more or less the same at a different employer in the same sector would be a solution (same market, same competition, another "short stay" in the CV isn't always a plus either) ... not a decision that should be taken lightly.

Great Resignation 2.0?! The term “Great Resignation” and “Quiet Quitting” became catch phrases in the peak of hiring in 2021/2022. It was a candidate-driven market then. Now, it is an employer-driven market and the “Great Resignation” is making a comeback?! Led by Millenials, Gen X and Gen Z employees, 28% of employees plan to change jobs in 2024, up from 19% in 2022 (47% increase!) Is it wise for candidates to consider changing jobs with the macroeconomic pressures and millions of employees impacted by layoffs in 2024? What’s driving this? Inflation? Candidates seeking higher income paying jobs to offset costs? Studies show that from 2023 to 2024, there was an average 2.9% merit increase awarded across all employees who stayed with their employer yet an average 10% increase in salary for those who resigned and sought opportunity elsewhere. Will this surge of resignations apply pressure to employers on retention programs (ex. retention bonuses)? So many questions where answers remain unknown. Time will tell. TalentoHC #BuildYourBestTeamYet

I'm Outta Here: The Battle Over Employee Identity In an overview of research conducted by LinkedIn and Microsoft, this CNBC article paints an interesting picture. *46% of employees currently want to quit their jobs *In 2021 (The Great Resignation), that number was 40%) *In 2021, 47.8M people quit their jobs *In 2022, 50.5M quit their jobs *Today, around 85% of professionals in the US are 'eyeing up a new job' What does this tell us? While there has been quite a bit of regret among job leavers over the past few years (the grass is not always greener), this broad discontent, I think, is telling. The Battle for our Identities Three reasons are given for the current state of discontent: 1. Burnout 2. Lack of learning opportunities 3. AI No doubt all of this is going down. However, I think something larger and deeper is also going on, perhaps even driving this new, emerging social contract of work. For generations, work has subsumed much of our personal identities. For some, it still does. However, during the 18 months of at-homeness during the pandemic, something profound changed. Despite the financial downsides of leaving jobs, many people have wrested control over their personal identities and organized them around their own values--not those of their employers. I'm coming to understand all of this through the lens of the sociological frame of symbolic interactionism (SI), which provides a simple language for making sense of 'the presentation of self in everyday life' (Goffman). *Ideal self *Situational selves *Identity hierarchies *Roles (at work and home) *Commitments (to various identities- at work and home) The RTO Red Herring It seems to me that, despite all the other chatter about productivity, culture, collaboration, mentoring, etc., what traditional managers really want is the commitment of self, and identity. They resent the identity independence that was gained during the pandemic--The Great Domestication. All of this job movement and rotation seems to be a massive litigation of how we see ourselves and what organizations--and their values--either do or don't endorse our ideal selves. Financial consequences aside, few resources are as valuable as our sense of who we are when we look in the mirror. #workplacestrategy #cre #rto https://lnkd.in/gM5r44af

Is the great resignation 2.0 a hope or reality? Will next year’s job market really shift from employer centric to employee centric? I have visited with a number of my ex-students who were laid off from senior positions last year. They were earning salaries above $175,000. They readily found new employment but at salaries as low as $110,000 to $125,000. While they’re able to pay their bills, they are struggling to maintain their lifestyle but privately enhancing their job skills. It strikes me from what they’ve said that they’re looking for new roles at higher compensation levels with greater flexibility, like hybrid or remote work. Wage compression through long tenure often worked with accompanying structured retirement programs but a 401k alone with high inflation is unlikely enough of a motivation to stay at a company. At least, that’s probably true for a well motivated and skilled labor market, eh? #economy #jobforecasting #itnews #technews #systemengineering #devops #Itmanagement #datascience #employeebenefits

“The Great Resignation” and “The Big Stay” have been buzzwords in the past 3 years, but these aren’t new phenomena. On average, people stay at a job for around 3 years and then they resign and move on. This is a cycle that repeats: - Get a new job - Stay there - Resign - Get a new job - Stay And so on. So, what happened in 2021? More people than usual hopped into the cycle at the same time. “The Big Stay” then is nothing unusual—people started jobs recently, so it makes sense that now they’re staying in them. In 2 or 3 years, we'll be back in the resignation phase of the cycle. Until then, we’re looking at a tighter labor market because people aren’t vacating jobs at the speed they once were. Do you have any tips for filling roles in a tight market?