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Leaders Who Stayed During The Great Resignation Are Reaping Rewards
The Great Resignation, a term used to describe the unprecedented wave of employees who voluntarily left their jobs during and after the COVID-19 pandemic, has reshaped the global workforce landscape. It peaked between November 2021 and April 2022, with an average of 4.5 million people leaving their jobs every month, totaling over 50 million in 2022, according to Statista. This mass exodus left companies grappling with talent shortages, increased competition for skilled workers, and the need to rethink their organizational cultures. However, amidst this upheaval, many aspiring leaders chose to stay and help their organizations navigate through the storm. These steadfast leaders are now reaping significant rewards, demonstrating the value of resilience and adaptability in the wake of societal and economic upheaval.
The Challenges Of The Great Resignation
The Great Resignation created a volatile environment for businesses. Leaders faced numerous challenges, including managing knowledge gaps opened by losing key employees, increased competition for attracting and retaining talent, cultural shifts, and operational strain. Amidst these challenges, those who remained committed to their organizations had to innovate and adapt rapidly.
“In an era of quiet quitting, the Great Resignation, and the common practice of job hopping, I committed to staying and growing with my law firm,” says Jon Restivo, who joined DarrowEverett LLP as an Associate in 2011 and advanced to Managing Partner and Chief Administrative Officer. “It was important for me to find an organization where I felt I could grow.”
Employees and leaders who chose to stay during the Great Resignation showed remarkable resilience, manifested in their ability to navigate uncertainty, make tough decisions, and motivate others.
“The Great Resignation highlighted the need for adaptability in leadership. Those who thrived during this period were those who could pivot quickly, by embracing new technologies and adopting flexible work models. Many recognized that the traditional office environment was no longer the sole model of productivity,” adds Restivo.
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The Rewards Of Staying The Course
Many employees who stayed during the Great Resignation are now reaping substantial rewards, including increased job satisfaction. Overall job satisfaction declined by 5.6% among workers who quit during the Great Resignation, according to a survey from The Conference Board.
“The greatest gaps in satisfaction between the job switchers and job stayers were leadership and culture. Those who resigned during COVID-19 are also unhappy with communications, interest in their work, co-workers, and job security,” adds Kevin Brewer.
Importantly, leaders aren’t the only ones who can benefit from staying committed to one organization.
“Ambition isn’t universal. If an organization can keep a worker busy, relatively happy, engaged and decently remunerated, some people will stay,” says Alex Christian for the BBC.
Witnessing their leaders’ dedication and resilience during challenging times can foster a deep sense of loyalty among employees at all ranks. This loyalty translates into higher retention rates, reduced turnover costs, and a more committed workforce.
“The key to enjoying staying at one company lies in its culture and values,” says Restivo. “A company that can motivate employees to do great work for the people they serve will be better positioned to attract and retain top talent, regardless of what’s happening in the world.”
The Great Resignation was a litmus test for leadership, revealing the qualities that distinguish great leaders and organizations. Today, many of these leaders are reaping the rewards of their commitment, enjoying enhanced employee loyalty, stronger organizational cultures, a competitive edge, and sustained growth. Their stories serve as powerful reminders that true leadership is about guiding, inspiring, and supporting people through both good times and bad.
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Jia Rizvi
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