Now Available: The Employer’s Roadmap to Harnessing the Great Resignation


Between a looming recession and record-high job openings, it’s no wonder that employers are struggling to recover from the Great Resignation. In 2021, after the shock of COVID-19 upended life as we knew it, talent around the world reprioritized how they spend their valuable time — and employees left work in droves, leaving business leaders to tackle a shrinking economy without the manpower to succeed.

Today, despite businesses’ best efforts, the Great Resignation shows many signs that it will continue through 2022. This global movement signals that major changes to the working world are necessary to create a value proposition strong enough to win talent back. This task can be overwhelming at a time when leaders are struggling to stay afloat, so we’ve created a downloadable guide to help you through.

Available now, The Employer’s Roadmap to Harnessing the Great Resignation shares a streamlined, step-by-step guide to transforming your workplace into a space where talent wants to stay, grow and thrive. 

What’s Inside?

Over the last 6 months, we’ve gathered experts in workplace culture and talent transformation to help businesses through the Great Resignation, uncovering the hidden opportunities it creates for businesses — from building sustainable cultures and value-aligned employee loyalty to taking a fresh approach to recruiting — to fill open headcount and correct to the old, flawed ways in which we’ve worked. 

The Employer’s Roadmap to Harnessing the Great Resignation distills the guidance from these experts into a clear roadmap for transformation. This piece helps leaders simplify the learnings from The Great Resignation to build stronger teams, cultures, and ultimately, transformation strategies to achieve their long-term business goals in a sustainable way. Here’s what you’ll find:

  • Mapping the global Great Resignation: Evidence from around the world on not only how employee resignations have happened in the past, but employee outlooks to prepare you for how they’ll behave in the future.
  • Roadblocks: A summary of the top reasons employees are quitting — and a mirror for you to hold up and look critically at your own organization.
  • The Employer’s Roadmap to Resilience: A step-by-step checklist to help you overcome each roadblock in your path, taking you through the three major milestones you’ll pass while transforming your workplace, and ultimately setting up resilient systems to support your business through challenges in the future.

Download the roadmap now to grow stronger as an organization, creating environments that attract talent and building new, meaning-driven employee loyalty within your business.

Want more bespoke guidance?

At GA, we’ve worked with over 300 companies in 25 countries to build stronger talent, with skilling programs that help reduce churn and transition existing talent into vital open technical roles. These programs have helped clients fill skill gaps, increase employee loyalty, and deliver long-term business results.

Here are just a few of the achievements possible with proactive skilling initiatives:

  • Fill gaps and diversify teams by drawing from within, like Disney: Many of our clients have reskilled internal team members into new tech-focused roles, which helps not only fill many open junior roles, but also reach valuable DE&I goals. At Disney, we helped to reskill 20 female employees into software engineers — a program that has had nearly 90% employee retention after three years — and ripple effects of pride within the culture of the company. 
  • Build in non-tech hub communities, like Microsoft and M&T: Remote work has enabled motivated learners to find careers in tech from around the country — a phenomenon we’ve seen in our partnerships with local governments and businesses, like M&T and Microsoft, where community reskilling programs have brought displaced workers back into the workforce while getting companies the tech talent they so sorely need.
  • Generate greater loyalty from non-traditional talent, like Amazon, Uber and Google: Talent with non-traditional backgrounds also tends to demonstrate greater loyalty to the organization that gave them a chance. We know this better than anyone; General Assembly has reskilled thousands of non-traditional candidates and deployed them into top businesses, including Amazon, Uber, Google and other tech giants, and these companies have retained the talent from these programs at 91% over two years and 81% after three years.

There are many ways that you can seize the Great Realignment to build a stronger and more resilient business. Whether you’re setting big goals, revitalizing your culture or upgrading your talent engines, we can help you build the skilling systems that create a more fulfilling – and more successful – workplace for you and your employees. 

Get in touch to find out how we can help your organization reinvent your relationship to your talent in this new era.

Disclaimer: General Assembly referred to their Bootcamps and Short Courses as “Immersive” and “Part-time” courses respectfully and you may see that reference in posts prior to 2023.