Solving the Great Resignation with Talent Management Considerations – Part 3

The “Great Resignation” is now a familiar term to hiring managers and has become the catalyst for many organizations to reimagine work and provide employees with greater flexibility by shifting to remote or hybrid roles. The pandemic certainly accelerated this trend, but will the number of remote workers slowly return to pre-COVID numbers? Most importantly, is a remote or hybrid workforce the best solution for your organization? In the third part of this Great Resignation blog series, I explore some of the issues that HR professionals need to be mindful of when exploring remote work options.

The concept is not a new one. Global Workplace Analytics research conducted by the Census bureau before 2020 noted that work-at-home employees have grown by 173% since 2005—11% faster than the rest of the workforce. As people adapted to the pandemic, the trend continued to grow (and at a much faster rate). Now, as the working environment begins to return to one similar to that of pre-pandemic normality, HR professionals are tasked with defining what this newer version of normal will look like. While not all job roles are suited to remote work, there are several benefits to working from home.