The Great Resignation is notable for uncommon career switches and unprecedented employee demands. 

In a September 2021 Gartner poll of executive leaders, 60% described themselves as significantly concerned about employee turnover, but that doesn’t begin to capture the extent of today’s talent challenge.

Alexia Cambon, Director, Research, Gartner, says “Whether you face an attrition crisis or are planning your post-pandemic workforce strategy, you need to know when and how to repair, humanize, outcompete or double-down on recruiting efforts. You can’t do that if you don’t understand what’s driving employees to quit in the first place.”

In this PodChats for FutureCIO, we look at some of the Great Resignation Trends uniquely Asia, the changing behaviour of employees, how employers are/should respond, and how technology and platforms can support the desires of both employees and employers.

To answer these issues, we are joined by Alena Salakhova, Regional Director at SThree based in Singapore.

1.       How real is the Great Resignation in terms of its impact to businesses in Asia?

2.       Are there qualities/traits about the Great Resignation that is unique to Asia? In Asia, who are these employees and what are they demanding?

3.       Are employers willing to accede to the demands of prospective employees? What kind of compromise are you seeing in the region?

4.       What can employers do to fill in open positions? How can technology help in this regard?

5.       Following the pandemic, have the traditional sources of talent for employers shifted?

6.       Name three best practice in the talent recruitment practice.

7.       What should employers, including heads of departments like finance and IT, consider to improve talent acquisition and retention results?

8.       How should HR and line managers work together in talent management?