Big resignation? Big Quit? Surely these terms mean something to you. The social phenomenon of the Great Resignation originated in the United States in 2021, the country recorded 38 million resignations.
In particular, this phenomenon raised another more important question: how to attract and retain talent today? La vocational training can it reduce the impact of this phenomenon? The Reskilling And theUpskilling Are they the solution to the Great Resignation?
The terms upskilling and reskilling are increasingly used in vocational training and HR, with the aim of developing or maintaining skills to recruit or retain talent.
Is the Great Resignation a new trend?
Far from a new trend, the Great Resignation was not new. The pandemic has only accentuated the phenomenon of great resignation that is already entrenched in our society.
In fact, the health crisis has allowed some employees to take the time to question their career choice, often to leave their company and find a job that better matches their values and inspirations.
But these employees are not the only ones who want to change jobs (and sometimes lives) several times during their career: Generation Y and Z workers are ready to change jobs easily when it no longer meets their expectations. In other words, The Great Resignation now affects all generations.
What motivates the departure of resigners is often the search for better working conditions, salary, career prospects, but also a better work/life balance. It can also be a search for meaning and value in their missions.
So what is the solution to this big resignation?
Reskilling and upskilling to give meaning to missions and avoid the Great Resignation
Would upskilling and reskilling be the solution to give meaning to missions and thus avoid the Great Resignation?
Upskilling is a professional training process that makes it possible to develop the existing skills of employees so that they continue to exercise the same profession and work in the same field of activity by adapting to market changes and needs. The objective of upskilling is therefore to maintain employment by updating knowledge and know-how.
Reskilling, on the other hand, is closer to professional retraining with an employee or a job seeker who is going to be able to acquire new skills to be able to change jobs. This may also concern new employees who have been recruited for their soft skills but who lack certain technical skills for the proposed position, a lack that will then be filled by a training program. This recruitment based on transversal skills is indeed becoming more and more common in organizations.
Increase training to follow an increasingly fast-paced market
The Great Resignation also highlights the increase in the speed of change in the labor market.
Evolving in a world that is constantly changing and in which it is sometimes difficult to keep up with the pace of innovation can be a great source of stress for employees. Indeed, the acceleration of digital transformations favors the emergence of new skills, which are often a prerequisite for entering a business.
Managers must now anticipate the needs of the market and the expectations of employees in order to increase the training available to employees and enable them to evolve throughout their careers.
The pandemic and the Great Resignation thus acted as a trigger:
- Today, employees want to give meaning to their work and have missions in line with their values;
- Companies must face new economic and technological challenges, but also with the evolution of the aspirations of candidates or employees.
For companies, upskilling and reskilling are preferred solutions to deal with the digitalization of jobs and the need to build real social responsibility in the face of changes in the world of employment. Now, continuously investing in the training of its teams is an absolute necessity.
