“The great resignation.” It’s a hot topic right now and it’s mostly been discussed as as a macroeconomic concept. What is it doing to organizations? What’s causing it? What can organizations do about it?
In this episode of Remarkable TV, I want to talk about “the great resignation” as a microeconomic concept, really more as a personal concept. And I’m starting with the question: why did people resign?
I’m going to give you a simple and nonpolitical answer. People resigned and the great resignation started simply because people weren’t finding what they wanted from their work or career.
And while I don’t know your situation, it’s highly likely that if you haven’t joined “the great resignation”, there’s a chance you’re either thinking of it or will be in the future – either for yourself personally or as to how it will affect your organization and your team.
And I’m starting with three important questions for you to think about:
1. What do I love about my work?
2. Where can I find more of that?
3. what are my priorities related to life and work?
As I said above, these questions are important whether you’re thinking of “the great resignation” personally or organizationally. Check out the video here to dive into this even further.
Tweet it out: The Great Resignation matters to everyone — even if you love your job and don’t plan to resign. Time spent thinking about what you want from your work will always be valuable and never go out of style. @KevinEikenberry
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