What does The Great Resignation mean for the world of work?
Resigning in public is a new trend in social media. A lot of such videos are going viral. Employees have been capturing their resignations on camera, some of them with a touch of humour. Others seized the opportunity to settle accounts with their employers. In the United States, The Great Resignation has affected most economic sectors and different socio-professional categories (CSP). In Europe, too, labour shortages affect various sectors. So these massive resignations could be sending a signal to the global labour market.
The extended lockdowns from March 2020 raised questions. The world had almost come to a standstill - which compelled workers to question themselves about their true aspirations and ambitions. Many of them actually realised that they spend too much time at work, do not know their close environment well, do not/no longer like their job and work environment, and/or their business values. Some were disappointed by the attitude of their superiors during confinement. In the United States, many layoffs were done by videoconference, shocking both Americans and the rest of the world. Employees believe that ultraliberalism should have limits, demanding more humanity, empathy, consideration and respect.
Workers now realise the importance of having quality time, calm and tranquillity. Instead of adapting to the accelerating pace of their workplace, more of them prefer their own pace. Where they are experiencing strong market pressure, they prefer to leave for better working conditions and higher salaries. Stress, anxiety, and burnout are no longer hidden. All this has now become a societal issue. Work values are now part of a larger vision of human relationships.
Company values v.s candidate values
Traditionally, candidates expect to be interviewed. But they can question their recruiter too, in particular on the company's culture. Well-being, professional fulfilment and happiness at the workplace are increasingly important for workers. Candidates may be hesitant to question their recruiter. On the contrary, seizing the question time (traditionally at the end of the interview) gives a new tone to the discussion. It helps the candidate go beyond the figures, facts and techniques by showing interest in the atmosphere and the humans who shape it. Since you are likely to spend a large portion of your time at work, these questions are definitely worth asking. This also applies to remote workers, unfortunately.
It is, therefore, crucial to question one's own values. Researching the targeted company will allow you to have first feedback. You might ask yourself if you're really made for this job and company or how badly you want this job? Are you willing to make any concessions? This first analysis will give help you determine whether you'll be able to adapt.
What questions should you put to yourself?
Before questioning the recruiter, make sure to reflect upon your own wants and aspirations. Take the time to draw your own "profile" by questioning your own tastes, values and the kind of relationship you want to have with your workplace.
What do you like? (write whatever comes to your mind without thinking too much).
What don't you like? (same exercise)
What do I like/dislike about my job? (take the time to make a list)
What can/can't I do in my job?
What do I want to do/don't want to do in my job?
Answering these questions will say more about your tastes, aspirations, limits, and the constraints that you are ready to accept for the position.
How to question your values:
What are your priorities (family, work, etc.)?
What are your values (in general) and at work? Do they match with those of the company?
How far are you willing to go to defend your values?
Is there something you can't stand?
Do you adapt easily? (change of management, evolution, atmosphere, etc.)
What are your qualities and your flaws?
Do you adapt to teamwork, remote working, staggered hours or night work?
Are you made for office work or remote work? Do you enjoy business trips?
What motivates you about the job?
Are you ready to make any concessions at work?
What could make you want to quit?
What should you ask the recruiter?
The first part of the past interview will be composed of discussions with the recruiter. Pay close attention to whatever is being said, be curious, and do not react as an investigator. In any case, you remain a candidate in the eyes of the recruiter. Avoid a problematic approach. Where there seems to be an issue, seek solutions. Even if the recruiter mentioned these issues during the interview, do not hesitate to ask for more details.
How's the business going? How's the company vibe?
The question is more subtle than it seems. First, observe the recruiter's reaction and body language. Do they look surprised or unsettled? Do they respond spontaneously or mechanically? Their response and attitude will tell you more about the company's real atmosphere.
If the company has a motto: What inspired this motto?
If the company's values are mentioned on its website and its communication strategies: Why these values?
In the absence of information: What are the company's values?
What is the company's diversity policy?
Is there any sustainable development policy?
Are you involved/supporting any association?
Since companies are also a social sphere, they should be aware of societal issues. Observe the company's infrastructure to get the first impression of accessibility for people with disabilities. You don't necessarily have to be concerned by the issue (disability, diversity, etc.) to be interested in it. If the recruiter looks or sounds surprised, feel free to remind them of your own values. This might also apply to ecology: electricity, coffee capsules, paper, ink, digital pollution, etc. What is the company's stand on these issues? However, avoid engaging in topics you're not quite familiar with.
The recruiter will obviously define the company using positive terms (the opposite would be surprising) such as "dynamic", "welcoming", "warm", "open", "innovative", and "modern"... Ask for concrete examples. How is this realised on a daily basis?
Ask the recruiter about the company's history and, more importantly, about his history in the company. "How was it when you arrived?" "What did you like about the business?" You might ask some questions to get to know more about the recruiter and the workplace. As a result, you'll have a better idea of the overall environment, prospects for professional development, exchanges within the company, etc.
How to make sure you align with company values?
If your values are not in line with those of the company, it already indicates that you will find it hard to adapt. You might get this feeling right from the moment you start researching the company, after the interview, or after you have been hired. Detecting your incompatibility with the company will help you avoid a lot of time-wasting.
However, it might not be so easy to learn about the company's values right away since business has a changing nature. Moods are also likely to change, just like individuals change. These internal changes might or might not be in your favour. External factors such as a change in direction, strategy, management, location, etc., can also affect you. The working conditions might no longer be the same as the company focuses more on profitability than on human resources. The corporate culture may change too, and the voice of employees might no longer be considered. The position might no longer be in line with your expectations without questioning your skills and qualities. Changes in the company's strategy might affect its values and thus have an impact on employees.
The first thing to do is, therefore, to identify the problem and look into what's wrong. Has the company changed, or is it the employee (or both)? Do you feel you can adapt? Does this change affect the quality of work, the environment, or your health? Do you go to work happy, tired, angry, scared, jaded? How do you feel when going back home? Have you been in conflict with a particular employee/supervisor? Is it possible to discuss this with anyone? Can a compromise be found? Everyone should be able to assess the situation with sincerity to make the best decision for their professional career and personal life.
The Covid pandemic has brought about many doubts relating to the employee-employer relationship. More and more employees are now keener on choosing well-being and fulfilment over the accumulation of technical skills. Today's candidates want to be recognised for their true selves along with their know-how. Companies are also sensitive to these notions. Faced with threats of resignation, companies are reviewing their managerial strategies, with greater emphasis on discussion, human resources, exchanges, and relationships. The results should be positive, enhancing the workplace environment while improving productivity. This would be a win/win result that contributes to everyone's well-being.
