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Reframing the “Great Resignation”

Hey there, time traveller!
This article was published 22/11/2021 (1031 days ago), so information in it may no longer be current.

We’ve all read the headlines: Eight per cent of employees resigned from their positions during the COVID-19 pandemic or 17 per cent are considering resigning. Behind the streams of data quantifying what’s now being referred to as the “Great Resignation” are diverse, but familiar stories about burnout, stress, and people looking for more flexibility and fulfillment in their lives and careers.

Legacy Bowes Partner Lisa Cefali, Executive Search & Strategic Development, said organizations are now under significant pressure to retain current employees and attract the right employees to address the gaps that will now exist.

“Staying ahead of the trend will be important for all employers. Looking at the intellectual capital that may quickly depart could cause a significant impact to the success of any organization,” Cefali said. “Finding and attracting key individuals will be high on the priority list right now. This will require more than simply posting an opportunity on your website and waiting for resumes to come in; it will require strategic planning. Our firm can help you find the best candidates to fit into a new team and hit the ground running.”

Since the pandemic began, internal HR departments have become overwhelmed with addressing the changing needs of current employees, creating vaccination policies, return-to-office approaches, and retaining their talent. Hand-selecting key people – like leaders and managers – to address vacant roles can best be served through the assistance of the Legacy Bowes team.

Their Executive Search & Recruitment team consists of two Lead Consultants, three Experienced Recruiters, five Research Associates, and a support team – all with lived experience and reach across many industries, sectors, and cities. This makes them best able to conduct national searches, create a robust list of candidates, and assist in negotiations.

Trevor Finch, Senior Recruitment Consultant with Legacy Bowes, said there will be a lot of movement and demands for change coming from this predicted wave of transition.

“As we exit this pandemic having worked from home on and off for the last two years, people are re-evaluating their work lives. People are realizing what they truly value and require from their jobs to be happy,” Finch said. “This could mean a change in jobs, a change in careers, or simply an adjustment to their work situation.”

Change has been at the top of the agenda in both office and client meetings for the Legacy Bowes team during 2021 – Change in how to advise clients on employee engagement and retention and change in how they search for qualified candidates. This is a time for everyone and every organization to reframe their priorities and purpose.

Donna Bilodeau, Director of Executive Search with Legacy Bowes, said there can be positive side effects during this time of contemplation.

“I believe the C-Suite executives who have delayed their retirements to see their organizations through the pandemic will soon be able to make the move.” Bilodeau said. “This will create some amazing opportunities for the next generation of leaders who are poised and ready for the challenge.”

Companies looking to get ahead of the movement can work to understand which employees are ready to leave and then plan proactively to begin attracting the new talent. Legacy Bowes knows the value of pre-planning the succession of key roles with their clients before the need to create a posting to address the resignation. Legacy Bowes is available to assist in reframing the “Great Resignation” in 2022 for organizations looking to embrace the change, create a competitive advantage for themselves, and optimize their workforce.

For more information on how Legacy Bowes can help you, please contact heather@legacybowes.com or call 204-934-8835.