It’s probably unwise to pin the great resignation on a single cause. The reality is that workers are frustrated by many things, including a lack of good benefits, limited development opportunities, poor COVID protocols and vaccination policies, and stagnant wages.
With that being said, there’s no denying that remote work is a factor. Not only is it a major force in the mass resignation that’s happening now, but it will also be clear that it’s a driving factor in getting people back to the workplace.
Workers are Frustrated by the Push to Return
Some companies have absolutely embraced remote work and offer that flexible option to employees who are in jobs that they can do remotely. However, that’s not happening across the board. Many company leaders are pressuring workers to return to the office full-time.
This push is causing frustration among workers who have been enjoying the benefits of remote work and now know that their jobs don’t require them to be in the office. As a result, rhetoric about needing to be in the office to communicate, collaborate or be productive lacks credibility.
Executives who Advocate Return Seem Tone Deaf
Additionally, executives and business owners who advocate for employees returning to the office often speak from a position of economic privilege. Many of them don’t have to deal with the complexities of returning to work in a post-pandemic economy, such as daycare and transportation costs.
Workers see this as just one more example of people in the management tier being detached from the worker tier and not particularly interested in the well-being of their employees.
This Issue Shows a Generational Divide
Remote work is increasingly appealing to workers in every age group. However, more Millennials and Zoomers have indicated that they would be willing to leave their current jobs in favor of remote work opportunities. Additionally, Baby-boomers tend to resist remote work policies and advocate a return to the workplace.
This divide has highlighted already existing generational friction. Younger workers feel as though this is an attempt by older generations to continue to control workplace culture, including the notion that people who work remotely may somehow be working less.
They find the notion that they may be “cheating” their employers if they aren’t under the watchful eye of their managers to be offensive and infantilizing.
Lack of Help in Returning to Work is Driving People Away
Most workers would indeed prefer to work remotely. However, many understand that there are positions that do require a presence in the office, at least part of the time. Employers are certainly not unreasonable in demanding a return to work in those cases.
However, this is also a matter of frustration for workers. While employers are insisting on staff returning to the office, they aren’t doing enough to make that transition feasible.
Instead, employees are expected to return to the office without the stability of knowing they will have the support in place to deal with taking leave if a family member becomes ill or when navigating school shut-downs.
COVID is Still a Concern
As more people become vaccinated and get their booster shots, the fear of COVID begins to wane. However, most workers don’t feel as though the risk has gone away entirely.
Many are dealing with customers who may or may not follow safety protocols. Vaccine policies in the workplace can vary widely, and enforcement of those policies tends to be even more uneven. That’s especially worrying for workers who have small children at home or are caring for vulnerable family members.
Brands that Offer Remote Work are at an Advantage
The great resignation has left many companies struggling to meet their productivity goals and serve their customers. However, it’s also created a pool of talented job seekers looking for employers who are willing to provide the culture and compensation they want.
These potential employees have made it very clear that remote work is a key selling point for them. Brands that pay attention to this and make an effort to offer remote work will attract more applicants. They’ll also attract a better quality of applicants.
What companies have to keep in mind is that simply offering remote work may not be enough. They have to work hard to create a culture that embraces remote workers and keeps them engaged.
Are Employers Right to Call Workers Back?
In some cases, it’s totally understandable for business leaders to require workers to return to the office. However, those who do that would benefit from taking an approach to returning to the workplace that emphasizes empathy.
Additionally, management that is considering making this demand should check their motivations. For example, are workers truly less productive working from home, or are company executives stubbornly holding on to notions of work ethic that are simply outdated?
If your company decides that workers must return to the office, you can avoid employee turnover by working hard to meet workers’ needs in other ways. This approach might include offering employees hybrid options such as working remotely one or two days each week.
Offering financial incentives to returning workers is also something to consider. Essentially, companies can get workers back in the office while maintaining a positive work culture by being aware of workers’ needs and responding with policies that help them solve the problems they face in returning to work.
