The COVID pandemic has caused many personal and professional changes for all of us. Among these are career and life changes based upon the experience of working from home for over a year or being laid off and unemployed because of businesses that were shutdown due to the global COVID pandemic.
Both employees and employers were forced to make significant changes in how work was performed and this has led us to the present time where many changes are taking place as business offices are reopening nationwide.
Darcy Bevelacqua, one of EC’s Managing Directors, has authored a timely article entitled “The Great Resignation Trend” and we are featuring this message in this month’s issue. With talent in high demand and short supply in several sectors, it’s a time for improved employee engagement and greater flexibility on the part of employers in order to attract and retain top talent.
EC’s new “Inside-Out” personal branding program is quickly gaining traction as many executives are proactively making career and life changes following the pandemic. Sydney Warren has authored a timely follow-up article on how the “Inside Out” is proving to be a game changer for top executives.
As always, we invite your input and feedback and appreciate your support.
Best,
Jeff Gundersen
The Great Resignation Trend Has Begun
By Darcy Bevelacqua, Managing Director – Executive Connections LLC
We are just about to enter the time of “The great resignation” when employees are going to start giving their notice and switching jobs. The current surveys show anywhere from 25% to upwards of 50% (sources: EY, Accenture, Deloitte) of workers are thinking about quitting their jobs. Microsoft found that 54% of Generation Z workers, 41% of the entire global workforce could be considering handing in their resignation. The COVID pandemic changed how employees think about their jobs, and how employers are treating employees. So both sides have had a chance to rethink what they want going forward into the future. What is causing this disruption is:
1. Employee’s and employers’s expectations about working from home have shifted. It’s no longer necessary to have to commute for long hours to show up in the office 5 days a week. In fact, most employees only want to be on site 1 or 2 days a week at most.
2. Skilled labor is hard to find and more companies are willing to hire remote workers. This means being able to live and work where you want.
3. The pandemic changed people’s priorities so they are now focused on asking – is this what I want to be doing with my time? Employees are considering part-time, full time and contract work. They are also asking about flexibility in hours so they can spend more time with family and on their hobbies.
4. Employees are considering switching careers. During the pandemic, they had time to think about business volatility and many decided they didn’t want to continue working in jobs that could be so easily disrupted (e.g. hotels, restaurants, cruise ships, etc.). They also balked at working so many additional hours. Instead, they would work in other industries, start their own businesses or go someplace with more flexible work schedules.
5. Employers are having a hard time finding workers with the qualifications they need. This has enabled many workers to ask for large pay raises and to get promoted to new jobs as the economy is opening up and they want to retain their best talent. Businesses that are growing in fields like computer security, fintech, pharmaceutical, and artificial intelligence are attracting more talent because the long-term future looks positive.
Firms can’t hold onto employees who want to switch fields. But human resources may be able to retain some workers by offering flexible working hours, bigger bonuses, more work/life balance, better training, and more variety in their EAP (employee assistance plans) programs. Now is the time to build your employee branding and start to cultivate new hires who may want to join you in the future.
The Inside Out Personal Branding Program is Proving to Be a Gamechanger for Top Executives
by Sydney Warren
The buzz is OUT on Inside Out! The addition of Inside Out to the existing personal brand program has proven to be an instant gamechanger for top executives and entrepreneurs whether they are looking to make a career transition, level up within their existing role or attract new opportunities. They take your personal brand to the next level!
While Covid may have been the catalyst for change, one top c-level executive in the technology sector shared the desire for a career and lifestyle change. “Jessica and Lola have come into my life at the perfect time to help me rebrand and prepare for my next role. Inside Out showed up just when I needed it most!” She shares that Inside Out is already helping her gain the clarity and confidence to help take the next steps in her career. It also has instantly squashed the nagging feelings of being ‘stuck’.
“Two months in and this program is transforming not just my career but my whole life.” Our founder Jeff Gundersen could not agree more. He personally experienced the entire process. “Inside Out takes personal branding to a whole new level. You have these little aha’s every time you meet with Lola and Jessica. You gain a strong awareness on many different levels that better guides your future decision making.”
Jeff continues to say the Inside Out experience helps you present yourself powerfully. “Just like your resume and your profiles such as LinkedIn, your branded materials and your brand image is important. They all make a first impression. The outside is just as important as the inside and how you present yourself looking for new opportunities and career changes.”
Jessica Papineau and Lola White are offering 30-minute complimentary discovery calls for Inside Out, with limited spots open due to the high touch approach. If you would like more information on the Inside Out process, text INSIDE OUT to 941-525-4656.
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