A Lesson Learned from the Great Resignation

The Great Resignation has been a surprising post-pandemic outcome.

As of November 2021, 34.4 million in the US quit their jobs.

35% of Canadian workers also reported that they are either considering or unsure about leaving their current job.

Entrepreneurship is on the rise.

The pandemic forced everyone to adopt new technology and rethink their jobs. Layoffs and wage cuts also spurred people to start taking control of their income sources.

People want to have authority over their actions and surroundings and entrepreneurship is one way to accomplish this.

The workers who are succeeding in this new economy have learned how to set goals, prioritize tasks, and choose which projects to pursue. They know how to allocate their time and energy. Their motivation is high.

According to Charles Duhigg, author of Smarter, Faster, Better, people who feel they are in control tend to work harder and push themselves more. They are, on average, more confident and bounce back from setbacks faster. They report higher levels of happiness, are more satisfied in their marriages, jobs, and lives. They live longer too.

While this is great news for all those budding entrepreneurs, what about the rest of the workforce?

Fortunately, they too can experience the same outcomes and rewards. They just need a little more choice in their work lives. And a feeling of control.

When people feel they have control over their lives, they take more ownership and responsibility for outcomes.

For example, a student who feels autonomy and control will attribute good grades to hard work rather than natural intelligence. A salesperson will similarly attribute skill, not luck, to their sales record.  

Creating opportunities to make choices is the key, and small opportunities for autonomy and self-determination can be easily built into any day.

Whenever possible, give people an opportunity to make choices and have a sense of control over their lives.  Allow employees to choose which customers to work with, what team members they work with or what assignments to take. When these choices are not possible, employees should decide which part of the project to start, how to tackle the project, what time of day they will work on the project or where to have the conversation.

People can be held accountable for their work, but an element of choice and autonomy needs to be available.

Natural outcomes of creating choice and autonomy in the workplace are higher productivity and happier people. And who doesn’t want that?

As a challenge this week, consider little ways you can build more choice and autonomy into yours and others’ work life.

It might make all the difference.