By Josephine Simon and Dr. Selby Kenan
Almost two years into the plague and it is possible that some Australian employers will face their biggest challenge to date – namely the big resignation.
Talk about events that change the game. The global epidemic continues to change the way we work and live. For many employees, to some extent, this has led to a revolution and merging of experiences into their areas of work and lives. This unfamiliar territory, along with the uncertainty and changes that continue to emerge in the epidemic landscape have led many employees to re-imagine and re-evaluate the meaning and purpose of their personal affairs at work and in life. This search for meaning and purpose, is a potential distress in various proportions for employers, even in recent cases where employees are considering resigning as a proper and appropriate option for their personal circumstances.
Following overseas trends, the big resignation is expected to take place in Australia in the coming months. U.S. labor statistics reported that in January 2022, some 4.5 million people left their jobs, with a record number of workers aged 30-45 and from the health, social and transportation sectors. The root causes of resignation and how they may customize conservation programs to retain talent.
So how can employers try to address this potentially challenging situation to ensure that there is minimal impact on their organization, in such vague and uncertain epidemic circumstances and beyond?
One of the critical ways is for organizations to foster and support the connection between the work, life and careers of their employees by giving employees autonomy and flexibility in return for their important contribution. This vital link can help support employees integrate, balance and achieve their work, life and career goals in a meaningful and appropriate way.
Organizations can encourage their employees to develop comprehensively Work for the employee, life plan Combining their work circumstances (productivity and learning) and life (welfare and lifestyles) with future career plans. A Employer-employee work, life and career plan Should provide countless benefits to both employees and their current employers in promoting a sense of the meaning of work:
- To oblige employees to exercise autonomy and flexibility in exchange for a commitment to make a valuable contribution to the organization;
- Integrate a holistic approach of requirements and needs that take into account knowledge, skills and well-being;
- Provide more transparent meaning and purpose to work, life and career for both employees and employers. When employers have a responsibility to cultivate a work environment that instills a sense of purpose, community and belonging, while employees identify their factors at the individual level that give them satisfaction;
- Emphasize the current circumstances of employees, goals, aspirations and subjective experiences as a result of the epidemic;
- Outlining a balanced approach to life, work and career;
- Assist human resources in negotiating and designing personal work arrangements;
- Contribute to value mapping where both the employer and the employee have an exchange of values agreement that outlines milestones in motivation and job satisfaction;
- Defined to be a self-managed organizational toolkit.
The epidemic continues to exacerbate the problems associated with retaining skilled talent, putting pressure on many Australian organizations to rethink employee retention. It remains to be seen whether the grand resignation will take place in Australia. Regardless, given the wave of change that is taking place in the pursuit of meaning and purpose, this can be a timely opportunity for organizations to focus on the connection between their work, life and career in an appropriate and meaningful way. To employees and contributes value and commitment to organizations.
Josephine Simon, a candidate for the DBA, University of Victoria, is conducting a doctoral dissertation on women’s career breaks at STEM and under the supervision of Dr. Selby Cannon.
Dr. Selby Cannon, Academic Management and Innovation and Courses, University of Victoria. Available for conversations about shaping and developing an employer-employee life toolkit, job and career.