Companies must recognize who is open to new jobs—and figure out what it will take to hire and retain them. A new McKinsey study identifies five personas amid the Great Resignation.
... [+]Last summer, Shannon Harrell left a marketing role at Nestlé to work in the then booming telehealth industry at Teledoc Health. Several months later, as her new employer’s stock was falling amid disappointing results, Harrell switched her LinkedIn status to “open to work.” By April, she’d been recruited to run strategic communications and channel marketing at pet insurer PetPartners.
“I saw the writing on the wall,” Harrell says. “The growth of that category looked a little uncertain, so I was—as anyone would be—concerned.” Harrell is what McKinsey would call a traditionalist, one of five types of talent that has spurred The Great Resignation—and may be key to defeating it. In areleased Wednesday, the consultancy analyzed data and surveyed more than 13,000 workers worldwide to determine what motivated people in different industries to quit over the past two years in order to figure out what might make them stay.
One thing that cuts across all types of workers is a persistent sense of optimism. Three-quarters of respondents felt it would not be difficult to get a job that’s comparable to, or better than, their current role. “People are confident enough that they don’t even need the other job in hand when they do move,” says Aaron De Smet, a senior partner and co-author of the report. “They’re like, ‘I’ll just quit and go find another job,’ and they’re not worried about it.”and 11.
What matters is that many of them aren’t returning to their former industries or even the job world anytime soon. Of those who quit without a new job in hand, only 47% have returned to the workforce, with 29% returning to traditional full-time employment. “Some companies are waiting for those people to come back,” De Smet says. “And they might be waiting a long time.”
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