Canadian employees plan mass exodus – here's how HR can stop them

Director warns employers now is the time to work on employee professional development and staff retention

BY Emily Douglas 16 Dec. 2021

Employees are planning a mass exodus in 2022, with almost half of workers admitting they’re looking to leave their current role in the New Year. Research from Robert Half, released today, found that 28% of employees plan to look for a new role in the first half of 2022, and 19% of people would actually be willing to quit without having another role lined up.

Top reasons for the mass exodus included;

Securing a salary boost (59%)
Finding a greater appreciation for their skills and contributions (38%)
The ability to work remotely permanently (35%)

Speaking to HRD, Sandra Lavoy, regional director of Robert Half Canada, revealed how the Great Resignation is reflective of the general talent gap prevalent in Canada right now – and explained how HR leaders can hold on to that top talent.

“The labour market in Canada remains extremely tight and competition for skilled professionals is stronger than ever,” Lavoy explained. “Employers committed to keeping their top performers need to focus on employee engagement and retention heading into 2022 and be willing to work even harder to attract and retain the talent that they need. This includes meeting and exceeding what other organizations are offering in terms of compensation and benefits, and prioritizing employee recognition by highlighting the value of their team’s work and communicating how individual efforts are pivotal to the company’s success.”

So, what exactly is driving employees to leave in the first place? Well, according to the data, it all comes down to upskilling. The report found that while 78% of employees feel confident about their current skill set and 49% are seeking a promotion, 68% feel they don’t have a clear path for advancement at their current organization. What’s more, 53% of employees feel like they can’t discuss career progression opportunities with their manager – and that any discussions they do have with their boss are ‘ineffective’.

“Now is also an ideal time for managers to work with their staff on professional development,” warned Lavoy. “Helping employees identify their long-term objectives, and offering challenging assignments, skill-building opportunities and ongoing opportunities for advancement are critical to keeping current staff motivated and loyal.”

The Great Resignation

As more and more employers recall staff, employees are threatening to quit if flexible working isn’t upheld. The advent of remote models has led to a global talent market – which a bittersweet sting for the C-suite. On the one hand, we can now hire people from anywhere in the world – but similarly employees are leaving for better opportunities elsewhere. According to a recent report from Joblist, companies have lost four employees on average over the past six months – with the majority of HR leaders admitting they’re having a tough time replacing them.