Initial lockdowns created opportunities for self-reflection on an industrial scale. Dissatisfaction with career paths, work conditions, leadership, culture, and lack of opportunity, were drawn into sharper focus for the masses. Following an initial inertia created by role insecurity at the height of COVID-19, a job and career change migration began to gather pace as lockdowns progressively abated.
For balance, the hypothesis behind TGR is not entirely black and white. However, a snapshot of the data that pervades the headlines shows open job roles growing to a record high of one million here in the UK (Aug 2021), with three out of four considering role changes in 2022.
While these figures correspond to tangible concerns like lost knowledge, fractured morale, decimated productivity, and inordinate recruitment costs, for organisations most impacted by TGR, they speak to questions at the very heart of workplace culture. To that point, Dale Carnegie research revealed that the key personal drivers behind departures came down to people ‘not being valued at work, leadership blind spots, and overall bad vibes.’
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