The Great Resignation And Beyond

Some proactive thinking about the future of work in your respective area and reading about what is happening in your sector globally is also a quick indicator of what to expect. Of course, the pace of technology adoption follows a different curve in different industries and geographies, but that change will eventually knock on your door.

- Rajesh Nair

The last two years of the pandemic have ushered in an unprecedented change in all spheres of life and work. With a significant percentage of the workforce working from their homes, the phrase 'organisational culture' has taken on a new meaning. One key phenomenon we have also witnessed is the spate of resignations. The attrition in service industries was unprecedented. We have seen more resignations as a number or a percentage than we have ever witnessed since the beginning of our taking cognizance of these metrics.

The reasons are multifarious. We are increasingly 'on the move' or so the data says. From the average one job lifetime, we have officially reached the stage of '11- 60'. It denotes recent research in the EMEIA region which pegged that an average professional starting her career after 2010 will change at least 11 jobs by the time she hangs her boots by sixty. Of course, the larger question is the fact this number of changes is changing as the years go by and the research now modifies the number to 14. Also contentious is the fact of the 'sixty-year exit gate' since most professionals today continue working, 'consulting' and advising till the age of seventy. With change being the norm, is the concept of employee loyalty even worth debating? A short answer - Yes, employee engagement and loyalty are equally important today if not more.