Let's talk people, education & culture Let's talk people, education & culture

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Hosted by Ausha. See ausha.co/privacy-policy for more information.

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Today, at any talent management or leadership conference, you are most likely to hear the term ‘the great resignation’. While the phenomenon originated in the United States, it has become a global issue that remains a core topic of discussion for HR leaders. Taking the literal form of the term, resignation can be assumed as quitting, especially in English. However, it doesn’t necessarily imply quitting, rather it can also mean becoming indifferent to your job. In this episode, Laurent Choain, Chief Leadership, Education and Culture, Mazars, breaks down the key questions surrounding the phenomenon, highlights noteworthy trends and shares some key facts and figures.  


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In recent years, it is often assumed that the motivation to leave an organisation is related to the pandemic. Yet, while the pandemic did help open doors to phenomena that were already present, it in itself is not the only motivation for employees to leave. In this episode, Laurent Choain, Chief Leadership, Education and Culture, Mazars addresses how the pandemic has influenced people to reflect on their working conditions and the implications they have on things such as work-life balance. It also looks into the discrepancies between what employees think versus what they communicate and the way in which employers are navigating new ways of working as we emerge from the pandemic versus the expectations of employees. 


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 As businesses grapple with a talent war, employers and HR professionals need to be prepared to respond to the departure of an employee. In this episode, Laurent Choain, Chief Leadership, Education and Culture, Mazars shares advice and best practices for responding to an employee’s decision to leave and ways in which organisations can prevent this from happening in the first place. In addition, he discusses the ‘boomerang employee’ and the benefit of keeping the door open for talent wishing to come back. Finally, Laurent explains the need for employers to enhance their attractiveness by embracing new forms of working and allowing multiple statuses of employment to appeal to the multiplicity of everyone in the talent pool.


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