In this episode of In-Ear Insights, Katie and Chris discuss the impact of the Great Resignation on organizations and how marketers should be thinking about preserving institutional knowledge. How do you anticipate and protect your organization from unexpected (or expected) departures, ensuring you can still meet your goals and create the kind of impact you need? Tune in to find out.

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In this week’s In-Ear Insights, we’re talking about organizational change and the great resignation, which is more like the great reshuffling, it’s not that people are just leaving the workforce never coming back, they’re just going to different places, we see this every week, you probably do too.

If you are processing, we’re looking at the number of people who unsubscribe to your newsletter, you’ll probably have noticed since 2020, it has been dramatically higher all the time, people just moving around.

So Katie, when we think about organizational change, and the great resignation, what’s coming to mind,

for me, what comes to mind is institutional knowledge and the processes that are likely not documented the way in which work is done the way in which things are delivered.

I was catching up with a friend over the weekend, and she had recently just started a new position.

And one of the first things that immediately happened was a breakdown in communication.

Because there was a lot of different people involved.

And she being the person, she knew the least about the situation, but she actually had the most experience in the particular context of the situation.

And so basically, long story short, things went sideways.

And it you know, was brought to light that there was no formal process for handling these kinds of things that would have prevented the breakdown in communication.

And so it was something that needed to be done needed to be revisited.

And it, it’s always a good thing to revisit process.

But the downside of it is that it takes time away from doing client work from serving your customers from, you know, doing other things that you know, bring more revenue into the company, it’s sort of that it’s the long play versus the short wins.

And so what I’m seeing as more and more people are moving positions, moving companies, you know, changing careers all together, there’s a whole new learning curve that has to happen both from the side of the new employee and from the employer.

And if you aren’t set up for success, if you don’t have your standard operating proc