The world of work downstream of the pandemic is characterized in a considerable way by the phenomenon of Great Resignation: Mass resignation.
What does it mean in practice?
The Quarterly notes on mandatory communications published by the Ministry of Labour help us to better understand this phenomenon: in the second quarter of 2021, in fact, out of the 507.246 terminations of employment required by workers (both male and female), 95.5% were characterized by resignation with an increase, compared to 2020, of 85.2%.
These are important numbers, which determine a paradigm shift in the labour market and the reconsideration of priorities of everyone.
The current change involves different aspects and points of view, from social to sociological, passing through the political and economic system and cannot be said to be a localized phenomenon: the health crisis has, in fact, affected indiscriminately different countries that, although regulated in different ways both in terms of remuneration and contractual, have remained initially disoriented from empty desks in offices. The management of such a disruptive and sudden event has not only required a huge effort from Organizations and People, but has helped to bring out new priorities and new needs, significantly changing the labour market.
There are many analyses that are being carried out to identify what are the motivations that are pushing more and more men and women to revaluation of their professional career and the questioning of their employment, often reached in the face of a path of costly training and characterized by sacrifices and commitment, and of their future not only work but also personal.
It is clear that the phenomenon of mass resignation cannot be traced back to a purely wage issue: What, then, is the breaking point between the labour market before February 2020 and the current one?
The uncertainty that has marked every Person and every Organization at global level has required an immediate response, a remodulation of habits and management of times and spaces that has helped to emerge over time new scenarios, new perspectives and a strong desire to regain the balance between personal and professional life.
It is the motivational impulses of the People to have profoundly changed with the renewed awareness of their ideal of life and wellness that too often, in the past, has gone into the background due to the stress caused by the organizational contexts in which the care and development of Human capital.
The subtle balance between the well-being of the People and the virtuous Organizations that take care of it is played precisely on the paradigm change that workers expect and do not want to deprive themselves of: the Human Capital as a valuable resource, which must be fed and valued in the development of its potential in the perspective of life-work balance.
The challenge, therefore, is for all the Organizations that intend to face the phenomenon of mass resignation with a critical spirit and taking the opportunity to invest in Human Capital with awareness and determination, taking care of the human aspect of relations also at professional level and learning to manage a new scenario of the world of work inclusive, oriented towards wellness and respectful in the management of time and space so that the courage shown by the People in reviewing their priorities is rewarded with just as much courage!
