Learning Methods
A traditional classroom couples on-site learning with the added value of face-to-face interaction with instructors and peers. With courses and exams scheduled worldwide, you will be sure to find a class near you.
Highly Interactive
On-going interaction with instructor throughout the entire classroom event
Interaction with peers/professionals via face-to-face
Components (May Include)
On-site instructor-led delivery of course modules, discussions, exercises, case studies, and application opportunities
Supplemental learning elements such as: audio/video files, tools and templates, articles and/or white papers
E-course materials available two weeks prior to the course start date; printed course materials ship directly to the event location
One + Days
Varies by course ranging from one to multiple days
Technical Needs
Specific requirements are clearly noted on the course page
Virtual Classroom
Ideal for those who appreciate live education instruction, but looking to save on travel. A virtual classroom affords you many of the same learning benefits as traditional–all from the convenience of your office.
Highly Interactive
On-going interaction with instructor throughout the entire virtual classroom event
Interaction with peers/professionals via online environment
Components (May Include)
Live online instructor-led delivery of course modules, discussions, exercises, case studies, and application opportunities
Supplemental learning elements such as: audio/video files, tools and templates, articles and/or white papers
E-course materials available up to one week prior to the course start date. Recorded playback and supplemental materials available up to seven days after the live event.
Varies by course ranging from one to multiple sessions
Technical Needs
Adobe Flash Player
Acrobat Reader
Computer with sound capability and high-speed internet access
Phone line access
A self-paced, online learning experience that allows you to study any time of day. Course material is pre-recorded by an instructor and you have the flexibility to view content modules as desired.
Independent Learning
Components (May Include)
Pre-recorded course modules
Supplemental learning elements such as: audio/video files, online quizzes
E-course materials start on the day of purchase
Optional purchased print material ships within 7 business days
120 Days - Anytime
120-day access starts on the day of purchase
Direct access to all components
Technical Needs
Adobe Flash Player
Acrobat Reader
Computer with sound capability and high-speed internet access
Contact Sponsor
Paul Thompson
Phone: 1 44 01614322584
Contact by Email | Website
Sorry, you can't add this item to the cart.
You have reached the maximum allowed quantity for purchase in your cart or the item isn't available anymore.
Product successfully added to your cart!
View your cart
Continue shopping
Please note our website will be down this Friday, November 5 from 9pm ET – 11pm ET for routine maintenance. We apologize for any inconvenience.

The Great Departure Is Here and Smart Employers Can Benefit

andresr / iStock

Despite rising case numbers in the United States amid the emergence of the delta variant of the COVID-19 virus, a sense of normalcy has returned to most parts of the country in recent months.

The economy, despite inflation concerns, has rebounded and more employers are welcoming workers back to the office. This, however, has also led to a white-hot jobs market that’s seen many people wave goodbye to their employer in lieu of greener pastures.

The “Great Resignation,” or the “Great Departure,” — whatever your preferred nomenclature, organizations are currently ripe for turnover and there’s no signs of that momentum slowing anytime soon.

Bill Armstrong, president of staffing and professional services company Gava Talent Solutions, said there’s a confluence of variables that have led to this moment.

“There were people who were wanting to change jobs pre-pandemic for all the normal reasons that people want to change jobs, and then the pandemic struck and there was nowhere for these folks to go, so they hunkered down and made the best of it,” Armstrong said. “Certainly, the pandemic has changed the way people look at work and look at their relationship with their employer. That has caused a sea of change in the workforce.”

Remote work, of course, is at the crux of this talent war. Many employees who grew comfortable working from home the past year are scoffing at the idea of being asked back to the office. 

In April, for example, WorldatWork and SalesGlobe conducted a survey that revealed more than three-quarters of respondents said they would like to continue working remotely at least part-time, and 32% indicated they would not return to work in person or would seek out new job opportunities if their current employer opted to put an end to remote work post-pandemic.

Other recent surveys revealed similarly strong feelings about remote work. A FlexJobs survey conducted in April saw 58% of workers saying they would “absolutely” look for other employment if they couldn’t go on working remotely in their current job. A month later, Morning Consult found 40% of 1,000 workers saying they would consider quitting their jobs if they weren’t allowed to work remotely at least part of the time going forward.

“[Remote work] is a significant factor in all of this,” Armstrong said. “Companies have to realize that their employees may be looking at this situation differently than they are looking at it.”

Expanding on that idea, Armstrong noted that organizations could be viewing a return to the office through the lens of schools and daycares opening up, meaning less child care responsibility for working parents. However, many of those working parents might’ve grown accustomed to the work-from-home routine and could be looking forward to being even more productive without children in the house during the workday.

While some employers have made grand proclamations about a full return to the office, Armstrong said a bit of tact is the best approach. What this looks like, he said, is evaluating individual roles and determining which ones might require more office time and communicating the business reason for why to those employees.

“If the company feels there’s a legitimate reason for these people to be in the office, the person usually tends to feel that way too,” Armstrong said. “Where you get this disconnect is when the company is looking at it from an all-or-nothing perspective and the employee doesn’t understand why they need to come back to the office because they feel they’re just as productive working from home.”

Other Considerations

Amid this mass exodus of workers, some organizations are opting to sweeten the pot with signing bonuses to lure more talent. While this isn’t a new practice by any means, it’s one that’s gained plenty of traction in recent months as companies look to differentiate themselves in the ultra-competitive talent marketplace.

“We’re seeing some increase in sign-on bonuses and we’re also seeing people getting bigger bumps in their pay in salary and bonus potential when they do change jobs,” Armstrong said. “Often times, many of these good candidates have more than one offer. When you have more than one offer, you can negotiate more, so we’re seeing these things happen much more frequently.”

While this ploy will certainly aid in bringing in more talent to an organization, Armstrong cautioned relying solely on compensation incentives. Gava’s intel and other research has indicated that most people aren’t leaving their jobs for financial reasons. 

“You have to be careful not to just throw money at an issue, because that’s going to be a short-term fix,” he said.

Beyond financial incentives and quality total rewards packages, employers need to ensure they have adequate mental health and well-being resources available for their employees, Armstrong said. Mental health and well-being were touchstones for organizations pre-COVID, but the pandemic represented a watershed moment in elevating their importance for organizational health and workforce strategy.

A recent WorldatWork survey found that HR leaders perceived that demand for well-being programs increased 61% in recent months, as has utilization (63%). Thus, organizations that prioritize targeted employee well-being programs are poised to not only retain talent during this dynamic period, but attract it as well. Additionally, the survey found that 92% of organizations offer mental health services and 59% of employees rate access to mental health services as very or extremely important to them. 

“Whether it’s stressing employee assistance programs or offering wellness classes for your employees — there’s a variety of online options for doing those things these days and it’s very important,” Armstrong said. “It comes back to listening and then being able to offer programs and stress programs that you have to help people with this issue.”

Armstrong said that while he doesn’t foresee this employee-driven market slowing down in the near future, it will likely cool off in the next year or so. In the interim, employers should view it as an opportunity to improve their organization by embracing the changing needs of employees.

“This is something that employers have to understand and embrace — it isn’t a bad thing if you’re doing a lot of the right things,” he said. “It could represent a tremendous opportunity for you to hire and upgrade your team if you’re able to embrace what’s going on and begin to offer these programs that are appealing. Some employers are taking great advantage of this.”

About the Author

 Brett Christie is the managing editor of Workspan Daily. 

About WorldatWork

WorldatWork is a professional nonprofit association that sets the agenda and standard of excellence in the field of Total Rewards. Our membership, signature certifications, data, content, and conferences are designed to advance our members’ leadership, and to help them influence great outcomes for their own organizations.

About Membership

Membership provides access to practical resources, research, emerging trends, a professional network, and career-building education and certification. Learn more and join today.