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We have all heard about, experienced, or participated in "The Great Resignation of 2021." The numbers are staggering. According to the recent Microsoft Work Trend Index 2021, 41% of the workforce is considering moving employers. In our recent Job Seekers Mindset report, 58% of survey respondents say they are highly likely or likely to work for a new employer within the next 6 months.

Turnover itself is not a new topic of discussion. For years, organizations have considered its impact. And, for some, they accept it as a reality of their business and only look to manage it. Others have instigated it with a forced reduction in the workforce (pre-covid) to control costs. Leading companies have developed and executed initiatives around recruiting, training, managerial development, employee surveys and recognition & engagement to reduce turnover. All organizations must embrace a new strategic direction as the impacted costs will be severe, especially since this is now employee driven.

Our hope is that your organization has the leadership and engagement of senior leaders, managers and staff to drive recognition practices and programs. But the reality is not every organization is fortunate to have a strong team that helps initiatives or programs move forward and progress in innovative ways.

It’s important to note that when I refer to leadership, it’s not about a title. A leader is someone who can take the lead in something like employee recognition and then show others how to follow.

The pandemic has caused many companies across all industries to stop and readjust. Everything from their business model to updating their customer value propositions. But what about the employees who are on the front lines of creating value for these customers? Properly aligning your employee value proposition (EVP) with what current and future workers want and need most is vital for attracting, motivating and retaining employees.

The 2021 Job Seeker Report is the third installment of a nationwide biennial survey conducted by the Trendicators research division of Engage2Excel Group. Below are some of the questions we asked a representative sample of 1,500 individuals from all major industries and demographic groups in the US:

• What are the most important reasons for which you would accept or reject a job offer?

• What are the most important factors that would lead you to seek employment elsewhere?
  
  
• Would having to report to a manager who is younger than you influence your decision to accept a job offer?

• Would your first-day onboarding experience affect your decision to stay with a company for more than a month?