From The Great Resignation To Great Reshuffle – What Changed? Disprz CEO Explains
Opinion

From The Great Resignation To Great Reshuffle – What Changed? Disprz CEO Explains

, Co-founder and CEO, Disprz
The Great Resignation
Subramanian Viswanathan, CEO and Co- Founder, Disprz

The last couple of years has changed the entire work scenario and traditional norms of conducting work. People lost or quit their jobs owing to the global pandemic, some moved to different cities or back to their hometowns especially. Work from home became a reality, and virtual zoom meetings were the new normal. Interestingly, the ‘Great Resignation’ emerged – a term was coined that describes the trend where employees decided to quit their current jobs, and this created a lot of vacancy/employee shortages across various industries. 

The Great Resignation then led to the Great Reshuffle – another interesting trend where employees and working professionals across industries resigned from their existing jobs and roles in the aspiration of securing better opportunities professionally. These better opportunities did not only entail better monetary compensation; however, included various other benefits such as seeking flexibility, equal and rightful pay, in-depth involvement at work, constant learning and growth, and a favourable work environment that fosters development. 

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With lives coming back to original normalcy, organisations have introduced “work from office”, an initiative to bring back their workforce to offices. Employers are adopting flexible working policies and hybrid work culture, which allows employees to choose work at their comfort and convenience.

“Byte sized learning gives employees the mental bandwidth to learn at their own pace and even implement the newer skills at work instead of getting burdened and pressurised with heavier modules and without resulting in any progress and enhancement.”

Renowned names like Uber and Spotify have hopped on the hybrid working bandwagon to give their employees flexibility. Disprz, a unified suite for enterprise learning and skilling, is giving employees more flexibility by not only adopting a hybrid work model but allowing them to bring their kids to work.

Many women employees want the flexibility of working from home or in the timings, especially during marriage or motherhood or family exigencies, and so on. By offering a hybrid model and flexible work environment, organisations have realised that women can pursue their professional goals and ambitions along with balancing their personal life. Organisations have started taking initiatives to be gender inclusive and have employee diversity in their workforce.

Gone are the days when employees would stay in a particular job role at a specific organisation for their entire career. In fact, the concept of building an ability to fit work in their lives with the aim to grow and nurture is going to stay here in the long run. In the earlier times, employees would show their loyalty towards their work by dedicating long years of hard work and perseverance to the organisation. Now, the workforce of today demonstrates loyalty and dedication if companies offer them better opportunities, flexibility, and healthy work culture. Therefore, organisations are opting for hyper-personalised upskilling and training programs which help enhance employee growth from junior to senior levels. This results in unbiased results, employee tracker and analysis with learning products like Learning Management System (LMS), Learning Experience Platform (LXP), Frontline Enablement (FLE), and gameinar. Byte-sized learning gives employees the mental bandwidth to learn at their own pace and even implement the newer skills at work instead of getting burdened and pressurised with heavier modules and without resulting in any progress and enhancement. These allow workers to grow upwards on the corporate ladder adding quality and proficiency to the organisation as well as accelerating their careers.

Great Reshuffle

During the initial period of WFH, a lot of companies were skeptical about employee efficiency and performance. However, the results now show that this concept has worked positively for employees across the country. In India, better salary, more appreciation, regular upskilling, and improved work-life balance are the key drivers that motivate employees to stay committed to their job roles and employers.  

People across industries are exploring horizons of growth rather than sticking to a typical role or profile for years. LinkedIn has called the Great Reshuffle a time when everyone is re-evaluating and questioning themselves – Where to work? Why work? How is it adding value to their life? Are the efforts resulting in quality output? These changing dimensions in the industry and the increasing competition is creating awareness that people must rely on their skills more than their degrees.                     

Another LinkedIn report talks about why employees are considering switching jobs. Freshers, Millennials, and Gen Z are mainly responsible for this trend of reshuffling in India. 

Top reasons for switching jobs:

  • Poor working environment
  • Unequal pay
  • Erratic work hours
  • Unrealistic deadlines leading to an unhealthy lifestyle and early burnout
  • Lack of a flexible working environment

The younger generation is staunch towards their mental and physical well-being, their personal lives, organisational ethics, and employer purpose rather than facing burnout and enduring favouring policies and a toxic environment.

Also read: How Gamification Can Help Devise a State-of-the-Art Talent Acquisition Strategy

Employees today are more inclined towards engaging in jobs that add value to their career graph, help them in learning new skills, support them in pursuing personal goals, and contribute to society. Employees are cognizant of the feeling of security, spending quality time with family, and engaging in activities of their interest to release the work stress and importance of physical and mental well-being.

The shifting demands of employees are giving rise to trends that were never seen before. Larger companies have become more optimistic about hiring freshers, upskilling the employees as per the needs, enabling digital skilling across hierarchies in the organisation, and embracing hybrid working culture.

The Great Reshuffle is a revolutionary trend that has been welcomed by employers and employees across sectors where the companies are revisiting their rules, regulations, and style of working to maximise efficiency, productivity, and creativity. Using a skilling suite like Disprz, employers can give their workforce opportunities to grow within the company. Through cross-skilling, companies can help employees expand their skill set to advance in their careers. When employees see that the company is investing in their growth, they stay loyal and reciprocate with a great performance. 

About the author: An alum of IIT Madras and ISB, Subramanian (Subbu) is one of the founders of Disprz. He previously worked at McKinsey before founding Harness Handitouch.

Registered name of the company: Disprz (Heuristix Digital Technologies Private Limited)
Address: Sm Towers, Seevaram, Perungudi, Chennai, Tamil Nadu 600096
Year of Incorporation: 2015
Number of employees: 316 +
Name of the founders: Subramanian (Subbu) Viswanathan Cofounder & CEO and Kuljit Chadha, Cofounder & COO
Name of the key execs: Kiran Dev, VP & Business Head- India and South Asia, Disprz, Ravi Kesavan, Vice President and Business Head – MENA
Business line: We are an enterprise-wide, AI-powered, SAAS company providing a learning & skilling suite empowering the workforce with the right skill to win in the digital-first world
Hiring Pipeline: We are aiming to increase our workforce by 20% within the next 6 months
Workforce growth: We are aiming to grow our workforce by 50% year on year
Key HR differentiating factor: We believe in an employee-first culture. We live in the spirit of the industry and strongly believe in inspiring learning and career growth for each of our employees. Our firm has always encouraged lateral movement within the organization for every employee
Key Investors: Dallas Venture Capital, Go1, Innoven Capital, Kae Capital, KOIS, Auctus Capital, Mars Growth Capital

 

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