The Great Resignation or the Great Reshuffle?

The pandemic has been polarising in so many ways; for some it has provided opportunities for personal and professional growth, for others it has been mentally, physically, and financially challenging. In turn, businesses have also faced challenging times and employers are working to catch up with changing employee behaviours and priorities.

Skills shortages across a wide variety of sectors, has increased pressure on existing staff and HR teams across the country (globally, in fact) are reporting increases in reported mental health issues and attrition.

At MHA MacIntyre Hudson, we have experienced a greater demand for flexibility, and an increased desire for a different balance between work and home. We all enjoyed our lunchtime walks in the sunshine in lockdown 1.0, right? Many of us felt anxious about going back to the workplace and a move back to the office had started to feel alien. This is understandable after such a long period of isolation.

It is easy to forget that during lockdown many people struggled to switch off from work, were working longer hours due to an indistinguishable blend between work and home and in many cases were suffering burnout as a result. We really do need interactions with others; our teams provide us with an opportunity to learn from one another. We enrich and complement one another; we are not a naturally solitary species.

As with so many things in life, balance is almost always the answer. We all want to be able to fit in a school run or two, we want to work from home sometimes, but we also want to see our teams, to go out for a team lunch and enjoy a nice coffee from the local coffee shop. We have spent the last 24 months listening. Listening to our colleagues and talking about what will work for people as individuals.

Reasons organisations have cited for staff resigning include, a desire for flexibility, higher salaries, relocation post pandemic, better work culture, poor management and progression.

Slack, a messaging app for business, released new research revealing what workers are looking for from their careers in 2022. (10%) UK workers are saying that having access to collaboration technology is making them stay in their current job. Companies offering hybrid or remote working are less likely to be affected by resignations, with almost 1 in 3 (28%) workers admitting that flexible working policies are encouraging them to stay where they are. Some organisations also sanctioned pay freezes to deal with the uncertainty brought about by the pandemic. Employees have also looked to leave organisations (23%) because of the lack of bonuses or pay rises.

In addition to changes in how, when and where we want to work, people have revaluated their ‘why’ and after a period of uncertainty and lone working have decided to make a change. But is it the right thing to do? Moving jobs is a risk, but then nothing ventured nothing gained, right?

So when should you make a move?

It is, we think, contingent on the drivers. Often people will disengage from a role due to small issues that are fixable. No company is perfect and so if you leave for issues and get handed a new, slightly different set, that wouldn’t feel like a great move for most people.

Here are some good reasons for exploring options outside of your employer.

• You want more challenging, technical work, that your current firm simply can’t provide right now

• You want leaders you can learn from. The ‘stretch and grow’ your current role offers you is critical for your ongoing development

• You want progression and have hit a glass ceiling in terms of upward mobility

• You are working in a culture that doesn’t align with your values. A toxic work environment affects your confidence and ability to develop and hone your skills

• There isn’t a supportive learning and development structure available to scaffold your career journey

• You feel like you don’t have a voice to effect positive change. The end game here, is to land a job where you can be authentically you, where you are supported to achieve and deliver your best and where you have a sense of belonging. So, what did we, at MHA MacIntyre Hudson, do over the last 24 months to ensure our staff remained engaged and appropriately rewarded for the work they were putting in?

• Reviewed our agile working policy to include core hours and work from home days • Have offered pay rises throughout the pandemic

• Rewarded staff across all levels, by offering bonuses for great work and contribution

• Upgraded our IT offering to ensure our teams can collaborate in different ways and be hyperconnected

• Worked with people as individuals to understand their circumstances and supported appropriately • Upskilled our leaders on managing a remote workforce

• Redoubled our efforts on mental health awareness and wellbeing and trained mental health first aiders across our practice

• Reworked our L&D offerings to ensure our staff continued to have access to award winning training programmes, in an engaging way.

We are a growing firm with big ambitions, and we want our talented workforce to feel challenged, supported and excited to be part of this journey.

MHA MacIntyre Hudson are recruiting across a number of levels. We hire talent when we see it. Join us and find out what you’re capable of.

If you want to learn more about working at MHA MacIntyre Hudson, contact one of our Talent Acquisition team at and they will be happy to help.

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