Going from The Great Resignation to ‘The Great Retention’

Retaining employees—by listening to their wants, accommodating their completely different work types, and addressing inequities—high the work-life agenda for members of the Fast Company Impact Council—an invitation-only collective of leaders from a spread of industries. Leaders predicted 2022 could be a key yr for firms to dwell up to their guarantees to workers, or danger dropping them. Edited excerpts observe:

Pete Schlampp, chief technique officer, Workday

“The primary factor that the C-suite goes to proceed to be fascinated about in 2022 is expertise. We will likely be going from The Great Resignation right into a world of the rising voice of the worker. They’re making choices about the place they need [work]. They need extra flexibility of their job. They need to work for firms which have a mission and a goal that they that they imagine in. They need to be heard. And if expertise is the highest factor on [executives’] minds, it’s going be incumbent on them to pay attention and put in place the processes so as to pay attention to their workers.”


Angie Klein, CEO, Visible

“We’re going to see a fairly large shift from speaking about The Great Resignation to ‘The Great Retention,’ with [companies] centered on doing what it takes to hold expertise. Workers aren’t actually leaving as a result of they’re unhappy—some are—however as a result of they need to see what’s on the market at a time when it appears far much less dangerous to achieve this. Placing in proactive retention measures and whereas guaranteeing that we handle to drive that means and goal. There will likely be a heavy focus in retention like we now have by no means seen earlier than in company America.”

Kevin Dexter, president, Fisher & Paykel North America

“It’s about making individuals comfy. As we reengage in [in-person work] we understand simply how difficult it’s as individuals strive to adapt. And on the administration degree it’s difficult to work out how to set requirements or broad pointers [amid] shifting elements that aren’t going away anytime quickly. We’re enthusiastic about that, however the problem is, how can we reskill, upskill, and make individuals comfy to be productive within the new hybrid world.”

Lisa Mann, managing director and chief advertising and marketing officer, Raines International

“I believe we’re going to go from a time of ‘variety as a stat’ to a tradition of accountability. Range has been a snapshot, a like an image, and we moved to inclusivity, which was extra like a film, making a tradition for fulfillment. The subsequent step I imagine is equitable determination making that that’s how we’ll allow accountability of variety. And the one approach to have equitable determination making is to take bias out of all determination making out of all of the equation. How do you do this? First, it’s the way you acquire information or data, ensuring that you simply’re gathering from sources which are really unbiased. No. 2 is is the way you consider data [so that] everyone seems to be educated. Third is how resolve the trail ahead. You want to make all voices equal.”

Larraine Segil, chairman and CEO, Exceptional Women Awardees Foundation


“I imagine that 2022 goes to be the yr of the girl. [Participation of] ladies on boards [improved] within the final yr, definitely due to laws in California [a 2018 law requires publicly held companies based in the state to have at least one women director by the end of 2021], evolving worth techniques, and CEO and board consciousness. In 2021, over 1,400 males have been recruited to be part of boards, whereas 1,800 males departed. In distinction, 1,200 ladies administrators have been recruited to be part of boards and solely 460 have departed. Numerous ladies have lagged on this space, however positively there’s a large motion to diversifying of boards, and in 2022 that’s going to speed up and that’s going be good for girls.”

Katica Roy, founder and CEO, Pipeline Equity

“[Women’s] labor pressure participation price within the U.S. has been set again 33 years, and gender pay [equity] has been set again 23 years. And as vital because the Construct Again Higher agenda is, there’s little or no gender fairness in there. Childcare is vital. Paid go away is vital. They aren’t silver bullets. They won’t magically carry ladies again into the labor pressure. Firms have to commit to fairness and be certain that they’re residing their commitments. It’s not solely about the correct factor to do, but it surely’s truly an enormous financial alternative, each for firms in addition to our broader financial system.”

Jean Accius, senior vp of world thought management, AARP

“An enormous space of focus going into 2022 is age variety. Whether or not it’s the nice resignation, whether or not it’s the nice retirement, whether or not it’s the nice reset, we all know that the populations are getting a lot older internationally within the U.S. You’ve about 10,000 people who find themselves turning 65 every day. At the moment firms are managing round 5 generations at any given cut-off date. Firms that leverage the age variety of their workforce will likely be extra aggressive within the market, shifting ahead, not solely due to the truth that they’re retaining or leveraging expertise, but additionally they’re have higher understanding of their buyer base, which can also be getting older as we converse.”

Leila McKenzie-Delis, founder and CEO, DIAL Global

“The position of the chief variety officer will begin to develop and be extra absolutely understood than it’s proper now. We’re seeing an uptick in CDOs who report into the CEO as an alternative of the chief human sources officer. There actually is now a rising understanding of this position and the strategic influence that it’s having on the C-Suite.”

Carolyn Cawley, president, U.S. Chamber of Commerce Foundation

“We’ve change into so polarized within the locations we go for recreation, to pray, or the social media you eat. The office, whether or not it’s in individual or distant or hybrid, could also be one of many final locations that individuals from so many walks of life and completely different views come collectively. We’ve completed research on the Chamber Basis to correlate civic data and civic abilities, and the flexibility to argue in a civil and productive approach [are part of] the sorts of abilities that we’ll want to have nice workforces and nice workplaces.”