The world is entering into a talent migration that's bigger than anything we've seen before. We call it the #GreatReshuffle, an unprecedented moment in the history of work where all of us are rethinking not just how we work, but why we work. To me, this is a great thing. More people will be doing work they love at companies they feel passionate about, leading to greater success for organizations who engage their employees with empathy and trust. To everyone on LinkedIn who has been sharing their thoughts about the #GreatReshuffle and #NewWorldOfWork - thank you for making the conversation so insightful. I will be sharing more thoughts in the weeks to come and hope to engage all of you as we navigate the new world of work together.
Alex Mimms
2y
The increase in resignations shows the boldness of the job seekers. They are now more than ever ready to land the job they want and not just settle for something.
Thank you for sharing this Ryan Roslansky. We have a massive transition in front of us. A truly exciting time for all companies to overlook their culture and how they are responding to what their employees want. Work from anywhere is here to stay, and everyone will benefit from it. #workfromanywhere #remote
Years ago our local Restoration Hardware painted a clever teaser during their construction: "come see what destruction hath wrought." That feels very appropriate for our moment, whether we're calling it #GreatReshuffle, #workquake, #GreatResignation, #GreatAwakening, or my personal fave #takethisjobandshoveit. The fall of some, creates opportunity for others. Let's just hope we revert back to our kindergarten selves and share. Thanks for sharing your thoughts Ryan Roslansky & keeping a much needed conversation going.
5 years ago I sat down with my CEO and gave notice that I was leaving...in 10 years. fast forward 5 years and at age 65 I have resigned to start a new company where I have more control of my future, have my work passion reinvigorated, and have an opportunity to build something that will endure and reward my employees going forward. Call it the "Great Reshuffle" or "Great Resignation" or whatever, employers need to be prepared for this and find ways to keep employees who are high contributors engaged and feeling like they are valued, lest they lose them without a moments notice.
It’s an incredible time for people to open the door of opportunity - to look where they stand and what they stand for before moving ahead into the ‘new normal’. Shuffles are always good as it teaches us lessons and makes it easier than normal to make big changes. There is a big talent race in the tech space right now and it’s powerful to know that it’s the employees that have the strength to choose the companies with the right vision/culture etc to join and scale. The circumstances that have come out of COVID are extremely positive in many ways and those that choose to focus on these positives will be pleased that they did, I believe.
The #GreatReshuffle is putting more power in workers' hands to balance their personal interest, values and aspirations with those of their employers. This is bound to happen after decades of increased technology adoption, M&A and restructuring focusing on productivity and efficiency. There is a big opportunity for companies with foresight to recreate the psychological contract with their employees and meet where they are...Bring meaning and purpose back to work. Invest in your talent and help them thrive. That should be a main objective for today's global businesses.
Appreciate the perspective Ryan Roslansky and I couldn't agree more! I've been in #executivesearch for over 20 years and I have never experienced anything like this #greatreshuffle. I myself just left a firm I was part of for 19 years because family, purpose and values were not worth compromising for the sake of my job....and I've never been happier. I've had deeper conversations with my clients and candidates lately around the desire for more meaningful work and being a part of a company that truly embraces the #newworldofwork and the #wellnessatwork mentality. I love the changes I am seeing in #ceoleadership and #companyvalues around these topics. I'm excited to be able to solve problems for my client companies and for candidates in need of a change during this #greatresignation movement. Thanks for engaging on this topic!
I believe once people got exposed to #remotework they have realized that in order to work together effectively, we need to have a strong WHY behind the individual, team, and organizational performance. If any of 3 WHYs are missing, motivation is not there, the performance is not there. Everything becomes pointless and joyless. To achieve high-performing teams the org needs to re-evaluate HOW they do the work - communication style and expectations (when you are online for a meeting when you need focus time), processes that support but not hinders the team's work. THAT IS A LOT OF WORK FOR AN ORGANIZATION. To succeed in this org change, TRUST and EMPATHY should be present at the individual, team, and org levels. A very tall order. On the flip side, those who can make it, will become stronger and attract great motivated talents.
Ember Todd
2y
Many people previously defined themselves by work and through the pandemic, they got to redefine who they were or wanted to be and what really made them happy. The pandemic and resulting WFH experiment also highlighted the absurdity of modern work - the increasing culture of presenteeism, the frustration of centralized offices with employees that can't all afford to be centralized, the battle between close-to-work/high cost of living/short commute vs. far-from-work/better quality of life/horrific commute, chaotic open-plan workspaces, etc. For many, this year-long taste of freedom will inevitably lead to #talentmigration, the #greatresignation, and the #greatresuffle. Or as I called it in our foresight last year, a Recalibration, Reclaiming, Decentralized, Micro-Focused, and Open-Sourced future. 2020 has shifted the course of history when it comes to the #newworldofwork. The companies that understand this and give employees the trust and autonomy to work as they choose, where they choose, will benefit from lower turnover, increased productivity, happier, more loyal employees, and an endless supply of highly qualified candidates. #decentralizedworkforce #decentralizedfuture
President, IE University: Reinventing Higher Education 欧阳圣德
2yThanks for sharing your thoughts Ryan Roslansky. Indeed, the #GreatReshuffle is worth analyzing at universities