Potent workforce trends are shaping recovery for organizations as the Great Resignation goes on. We unravel these trends and share talent strategies for companies responding to disruption​.

In 2021, during the coronavirus (COVID-19) pandemic, millions of employees left their jobs over a short period of time described as the Great Resignation, which severely disrupted the world of work.

Although the great resignation is a byproduct of the ongoing pandemic, disruption affecting the world of work can be drawn to trends taking place prior to the emergence of COVID-19. For example, technological advancements and regulatory enforcement routinely impacted a company’s business strategy and the need to update workforce capabilities. Social movements of the past gave way to the newly found focus on diversity in the workplace that many companies continue to make progress on.

While these trends might impact a company, the widespread disruption to people brought about by high turnover, remote work and other pandemic-related disruptions has changed the framework and operation of organizations.

Results from Aon’s Eighth Global HR Pulse Survey of more than 800 companies worldwide indicate talent shortage and high turnover make attraction and retention of employees the top concern for organizations.

Work-life balance and accommodating arrangements are highly valued and sought out by employees and prospective talent these days. Indeed, 78 percent of surveyed organizations took steps to implement or improve flexible hours and hybrid working, and 42 percent considered increased flexibility to be “extremely effective” for attracting and retaining talent.

Health and wellbeing programs, employee benefits and greater training and career development are also highly valued. More than two-thirds of surveyed organizations added wellbeing benefits to their budgets and 59 percent are evaluating their diversity, equity and inclusion (DE&I) strategies.

Employers should focus on pay and total rewards, the people proposition, DE&I and career reskilling, training and upskilling to enhance their talent attraction and retention efforts in response to evolving labor market and pandemic-related challenges. Let’s explore changes underway on each of these issues.

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Source: Aon, février 2022