Following “The Great Resignation” that was the past 2 years, we find ourselves moving into a new post-pandemic era with its own unique set of challenges.

And along with that, comes new questions from our clients. Do you know what question we’re hearing from them – and prospective clients – more and more these days? 

We’ll cut straight to the chase. It’s, “How do leaders navigate a work environment when 75% of their workforce are new hires?” 

This often expands to “Why did everyone leave?”, and, of course, “How can you explain this lack of tenure in the workplace without scaring new employees off?”

The lasting impacts of the Great Resignation are widely known, especially since no industry was left untouched by this wave of high turnover. In fact, it appears as though the Great Resignation has followed us into 2022– with 44% of employees currently identifying as “job seekers” – and may very well continue into the indefinite future. 

While The Great Resignation may have swept industries with exhaustion and a perception of defeat, a responsive mindset shift towards taking advantage of opportunities to experiment and reimagine company culture can help align newly hired team members find a positive way forward. 

This mindset shift looks like acknowledging the changes that have already happened in company demographics and culture, as well as committing to accepting those that have yet to come. But rather than feeling self-conscious about the ever-changing state of one’s company, leaders can feel empowered by harnessing the positive and promising energy of new talent. This paradigm shift has been aptly named “The Great Reinvention”.

So, how can this mindset be adopted to induce real change within your company?

It starts with planting the seeds for it to grow through all levels of an organization. For leaders, finding a way into this work can be incredibly challenging without greater perspective. Because people’s post-pandemic dispositions have been shaped by their recent lived experiences, leading with curiosity and a willingness to evaluate circumstances from another’s perspective is essential to cultivating The Great Reinvention mindset across teams. 

Finally, as simple as it sounds, patience in leaders is an absolute must as they await the widespread adoption of The Great Reinvention mindset to manage their teams of new hires. 

In order to build and embrace new attitudes and systems in the workplace, leaders must advocate for steady and sustainable progress. 

While the anticipation of escaping The Great Resignation may be on the minds of many managers, being generous with the length of this transition period will ensure that all parts of an organization are on board. 

Changes like this are incredibly challenging, yet often exciting and rewarding if handled with intention. Equipping yourself and your team with the proper tools and resources is key in being able to embrace a reinvention mindset, keep engagement high, and increase company culture for new hires. 

Ready to learn more about how you can be an effective and empathetic changemaker in your organization? Book a call with us to bring resources to your team, and make a lasting impact in the face of the Great Resignation. You bring the team, we’ll bring the mindset shift required to not just keep productivity high, but employee retention as well!