It is probably unwise to base the great resignation on a single reason. The reality is that workers are frustrated by many things, including the lack of good social benefits, limited development opportunities, poor COVID protocols and vaccination policies, and stagnant wages.

That being said, there’s no denying that working remotely is a factor. Not only is it a major force in the mass resignation that is taking place now, but it will also be clear that it is a driving factor in getting people back to work.

Workers are frustrated with the push to return

Some companies have chosen to work remotely and offer this flexible option to employees who have jobs that they can do remotely. However, this does not happen across the board. Many business leaders pressure their employees to return to the office full-time.

This foray creates frustration among workers who enjoy the benefits of remote working and now know that they do not have to be in the office to do their work. As a result, the rhetoric of being in the office to communicate, collaborate, or be productive lacks credibility.

Return executives seem deaf

Additionally, executives and business owners advocating the return of employees to the office often speak from a position of economic privilege. Many of them don’t have to deal with the complexities of getting back to work in a post-pandemic economy like daycare and transportation costs.

Workers see this as just another example of managerial level detached from worker level and not particularly interested in the wellbeing of their employees.

This edition shows a generation gap

Remote work is becoming increasingly attractive for workers of all ages. However, more millennials and zoomers have signaled that they would be willing to quit their current jobs in favor of remote work opportunities. Additionally, baby boomers tend to oppose remote working policies and advocate return to work.

This gap has highlighted the generation conflicts that already existed. Younger workers feel that this is an attempt by older generations to continue to control workplace culture, including the idea that people who work remotely somehow work less.

They find the idea that they are “cheating” their employers, if they are not under the watchful eye of their superiors, as insulting and infantilizing.

Lack of help getting back to work drives people away

Most workers would actually prefer to work remotely. However, many understand that there are positions that require an office presence at least temporarily. Employers are certainly not inappropriateness to require return to work in such cases.

However, this is also a matter of frustration for workers. While employers insist that employees return to the office, they are not doing enough to facilitate that transition.

Instead, employees are expected to return to the office without the assurance that they will have the support to manage the vacation if a family member falls ill or survives school closings.

COVID is still a problem

As more people get vaccinated and have their booster vaccinations, fear of COVID is starting to wane. However, most workers do not feel that the risk has completely disappeared.

Many deal with customers who may or may not follow security protocols. Vaccination policies in the workplace can vary widely, and enforcement of these policies is typically even more inconsistent. This is of particular concern for workers who have young children at home or who are caring for vulnerable family members.

Brands that offer remote work have an advantage

The great resignation has resulted in many companies struggling to meet their productivity goals and serve their customers. However, it has also created a pool of talented job seekers looking for employers willing to provide the culture and compensation they want.

These prospects made it very clear that working remotely is a key selling point for them. Brands that pay attention and make an effort to offer remote work will attract more applicants. You will also attract better quality applicants.

Organizations need to keep in mind that just offering remote work may not be enough. You have to work hard to create a culture that engages and employs remote workers.

Do employers have the right to recall employees?

In some cases, business leaders fully understand that employees need to return to the office. However, those who do would benefit from an empathic approach to return to work.

In addition, management considering making this request should review their motivation. For example, are employees really less productive when they work from home, or are company executives tenaciously stuck with ideas of work ethics that are simply outdated?

If your company decides that employees need to return to the office, there is a way to avoid employee turnover by working hard in other ways to meet the needs of the employees. This approach could include offering employees hybrid options such as B. Remote work one or two days a week.

Providing financial incentives for returning workers should also be considered. In essence, companies can get workers back into the office while maintaining a positive work culture by being aware of workers’ needs and responding with guidelines that will help them solve the problems they face when they return to work .