The Great Resignation, also known as The Great Realignment, wreaked havoc in organizations and businesses. It's left many leaders scratching their heads, trying to understand the climate, and scrambling to find solutions to keep their top talent from departing, all while attempting to increase engagement and drive productivity. Organizations who have been able to overcome this time focused and doubled down on one key element of their people strategy: People first & focused engagement programs. This approach has not only allowed them to retain their talent, but to provide an avenue for growth in this incredibly competitive market, strengthening their employer branding along the way. In this session, you will learn: • The core power of The Great Resignation and how to build retention resilience • How to identify your employer brand’s “secret sauce” as the foundation of your next engagement strategy • How to reclaim the talent market and hire the best and brightest talent in the market today • How to align with your workplace culture to create unity and connection

6. Agenda
The Impact of
The Great
Resignation
Building
Resilience
Re-Igniting
Your Corporate
Superpower
Reclaiming The
Talent Market
Building
Community
Question and
Answer

7. Poll

8. What Is The Great
Resignation?
The Great Resignation is an ongoing
economic trend in which employees have
voluntarily resigned in mass numbers from
their jobs beginning in early 2021.

9. What Has Caused The
Great Resignation?
Possible causes include:
• Wage stagnation and the rising cost of living
• Long-lasting job dissatisfaction
• Safety concerns from the pandemic
• Remote working policies

10. The Great Resignation By The Numbers

11. Let’s Break This
Down
• While 42% of employees were already experiencing
burnout before the pandemic, that number skyrocketed
to 72%.
• When COVID-19 sent so many people home, employees
realized how powerful (and possible) it is to be able to
decide where, how, and when they work.
• Too many organizations have dismissed this shift, and
expect people to quietly return to the office.

12. Let’s Break This
Down
• Managers have the most influence on an employee’s job
satisfaction, wellbeing, and likelihood to stay at a
company. In fact, 57% of employees have left at least
one company because of their boss. But being a
manager isn’t intuitive
• Managers themselves are frustrated by the lack of
support from their employers. The employee retention
numbers reflect the frustration: as of December 2020,
the resignation rate for managers was nearly 12%
higher than the previous year.

13. Let’s Break This
Down
• Inflation reaches highest level since 1982 as consumer prices
jump 7% in 2021
• Living in areas with a higher cost of living usually
means workers have less disposable income, or money in
their bank accounts, after paying for the basics and need
higher incomes to live.
• 5.4 million new business applications were filed in 2021,
surpassing the record set in 2020 of 4.4 million.
• Individuals are finding other ways that align with their
passions to supplement incomes and way of living and
leaning less on corporations to support them

14. Let’s Break This
Down
• People who have been historically marginalized, on the other hand, are
being vocal about how much safer they feel working from home, where
they can escape (to some extent) the stress and burnout of constant
microaggressions and the sense of not belonging.
• An October survey of more than 10,000 workers from Future Forum,
found that 66% of Black respondents want a flexible schedule,
compared to 59% of White employees.
• The survey concluded that Black workers are happier in their jobs, and
have a more favorable view of their employer, when working remotely.

15. How Do We Build Retention
Resilience

16. How Do We Build
Resilience?
• When it comes to building resilience during this time,
you first need to understand that times have changed.
• Old ways of working or looking or engaging at
workforce is not going to work if we wan to be
competitive and have a good work environment for
our staff.

17. Building Resilience
1. Turnover is going to happen; ensure you
are establishing recruitment pipelines early
in the career stages
2. Create employee-centered development
programs
3. Listen to your staff and lean in
4. Provide community

18. Identifying Your Employer
Brand’s Secret Sauce

19. Re-igniting Your
Superpower
• Your superpower comes down to your company's
purpose – what purpose and value is your
organization fulfilling? What is its mission?
• Aligning your organization to that purpose.
• Strategizing your purpose for activation

20. Re-igniting Your
Superpower
• When you are able to connect your organization to its
purpose and align those principals that is your secret sauce
to creating true engagement.
• Engagement comes from wanting to be a part of something
that you believe in, that you connect with and that is
meaningful in some shape or form.
• From that single point, your superpower becomes the key
theme and thread of your engagement strategy for your
organization.

21. How To Reclaim The Talent
Market

22. Reclaiming The Talent
Market
• With your secret sauce you will be able to retain
internal talent but what about attracting new talent?
• Employees have different motivators, flexibility,
salary, the list goes on.
• Regardless of their key factor, one critical element
of reclaiming the market is providing community.

23. What Is Community?
What does community mean in the
workplace?
A community allows employees to feel a
sense of belonging, that they're part of
something larger than themselves, which
gives meaning to their work, and their lives.

24. How Does Community
Attract Talent?
• When you build a workplace community, word will
spread, and your employee will be your
advertisement.
• The engagement your current staff have it will be a
testimony to others who are looking for similar
environments and work opportunities.
• Through community, employees will share their
skills, experiences and connect with others.

25. How To Build
Community
1. Define company values collaboratively.
2. Establish expected behaviors.
3. Adopt radical responsibility.
4. Make onboarding employee-centric.
5. Transform managers into coaches.

26. Key Takeaways
The great resignation
trend is not over, we
need to continue to be
strategic in our
approaches
Focus on how to create
inclusivity and diversity
Learn to trust your
employees
Use the company’s
vision and mission to
bring and align
everyone
Create opportunity for
connection and to build
authentic community
Your employees are
your biggest asset;
treat them as such