Is your business
ready for the Great
Resignation?

Is your business ready for the Great Resignation?

Experts are predicting a massive movement in employee talent set to hit Australian business in March 2022. According to statistics alone, chances are that nearly half your workers plan to look for a new role within the next 12 months.

Can your business afford to have your talented employees and successors leave? What strategies have you got in place to prepare for this?

Experts are predicting a massive movement in employee talent set to hit Australian business in March 2022. According to statistics alone, chances are that nearly half your workers plan to look for a new role within the next 12 months.

Can your business afford to have your talented employees and successors leave? What strategies have you got in place to prepare for this?

Don’t lose your best people to the Great Resignation

Download our free guide and start implementing simple strategies now. Fill out the form and we’ll send a copy of our guide directly to your inbox.

This field is for validation purposes and should be left unchanged.

Don’t lose your best people to the Great Resignation

Download our free guide and start implementing simple strategies now. Fill out the form and we’ll send a copy of our guide directly to your inbox.

This field is for validation purposes and should be left unchanged.

What happens when two worlds—Growth and Employee Movement—collide?

The Great Resignation forecasts a seismic shift in the movement of talent, set to hit Australian businesses in March 2022. Compiled by experts(1), data shows 83% of HR leaders have already started to see early warning signs of employee turnover, months ahead of the predicted event.

Indeed, from our own experience helping businesses across Australia, we’ve seen this presented as the number one issue from clients reaching out for business support. From the far reaches of Northern Queensland, to the heart of Melbourne’s CBD, Australian businesses are already struggling to attract and retain skilled, talented, and previously loyal employees.

Compound this recurring theme with an upsurge in business confidence
across the nation, a heavily fatigued workforce, and stats from SEEK stating October ’21 has seen the most job ads posted in a single month in its entire 23-year history(2), and we certainly have strong potential for mass-scale employee movement – soon.

By the Numbers: Potential for Employee Movement within Australia

48%

of workers surveyed plan to
look for a new role within the
next 12 months.

55%

of managers or senior
executives are intending to
move on from their current role
within the next year.

41%

of jobseekers indicated they
are prioritising finding a job
they enjoy, over a job that
offers a better salary.

83%

of HR leaders are already
seeing early signs of
employee turnover in their
organisations.

The Great Resignation: let’s break it down

What do we know?

01 Why will so many employees leave the security of their current job now the pandemic is settling?

Across the pandemic timeline, Australian businesses in many industries have not only managed to survive—but thrive. So much so, that many business owners and leaders are preparing to officially hit the ‘GO’ button on growth as soon as 2022 comes around.

But with all eyes to the future, what’s been happening in the present hasn’t been properly acknowledged. For the whole pandemic period, the fear of uncertainty has prevailed as the primary decision-making factor when it came to team growth—even when businesses were seeing a significant increase in demand.

Without team growth, existing employees have been absorbing the additional workloads in the goodwill of seeing their company stay afloat. Couple increased job pressure with remote workplaces, and we’ve got the perfect recipe for extreme fatigue in the workplace. And that’s exactly what we’ve been seeing. Across the board—spanning industry, sector, and job position—levels of worker fatigue are at an all-time high.

And now, as Australia finds its feet in the post-pandemic world, and as business confidence soars, employees are finally feeling confident to act. They want an out from the long-term fatigue and are going in search of ‘something more’. If they don’t feel their current employer will listen to them and be flexible to their needs, they’ll simply find a new one who will.

02 What happened during the pandemic that led to a fundamental shift in employee perspective?

People were deeply reflective during the pandemic about their work, resulting in a fundamental shift in perspective on what’s important. Work became less ‘separate’ from our lives as we learned (and sometimes struggled) to juggle health, family, wellbeing, fulfilment, and work all in the one bucket.

The meaning of a ‘good job’ took on a more holistic approach, balancing traditional incentives (e.g. career development opportunities, promotions and pay rises) with pandemic-driven drivers (such as greater flexibility, reliable support, trust in the workplace and better work/life balance).

And now, as we enter the ‘new normal’, employees are feeling empowered to make decisions about their working future with greater emphasis on those pandemic-driven changes. As anxiety around job security falls away, workers are asking themselves (and their peers) questions such as:

  • What do I give to my company, versus what do I get back?
  • How did my employers treat me during the pandemic, and what certainty was given to make me feel safe, secure, and supported?
  • How does my company make me feel – am I proud to be here? Do I feel supported?
  • How do I feel after getting a taste for a much more flexible workplace, which may have since been taken away?
  • How do I feel about my work/life balance? Do I feel my company supports personal and family wellbeing? Do they expect me to put work above all else?
  • Does my job spark joy in me? How does my job meet my personal needs to feel challenged and fulfilled?
  • Is my company investing in me and my development? Do they see me as an individual?
  • Would I be happier elsewhere?
03 How has power in numbers rewritten the code rules for the employer-employee relationship?

You may be thinking, ‘So what, my employees are lucky to even have a good job.’
Well, if you want to keep your best people, you’ll have to leave that kind of mentality behind.

Employees know roles are unfilled because there’s no one to fill them; they are seeing others move; and job offers coming their way unexpectedly.

The psychological contract (and relationship rules) between employee and employer are being rewritten. The balance has flipped. If you want to hold all the cards, be prepared to let your best people go.

Business owners and leaders need to understand the shift in dynamics. Old rules no longer apply. The movement of talent is so sharp it’s significantly different to anything we have seen. If employees aren’t finding what they want in their current roles, they are putting in notice and moving on, looking for an employer that will listen to them and be willing to adapt to their needs.

The Great Resignation: let’s break it down

What do we know?

01 Why will so many employees leave the security of their current job now the pandemic is settling?

Across the pandemic timeline, Australian businesses in many industries have not only managed to survive—but thrive. So much so, that many business owners and leaders are preparing to officially hit the ‘GO’ button on growth as soon as 2022 comes around.

But with all eyes to the future, what’s been happening in the present hasn’t been properly acknowledged. For the whole pandemic period, the fear of uncertainty has prevailed as the primary decision-making factor when it came to team growth—even when businesses were seeing a significant increase in demand.

Without team growth, existing employees have been absorbing the additional workloads in the goodwill of seeing their company stay afloat. Couple increased job pressure with remote workplaces, and we’ve got the perfect recipe for extreme fatigue in the workplace. And that’s exactly what we’ve been seeing. Across the board—spanning industry, sector, and job position—levels of worker fatigue are at an all-time high.

And now, as Australia finds its feet in the post-pandemic world, and as business confidence soars, employees are finally feeling confident to act. They want an out from the long-term fatigue and are going in search of ‘something more’. If they don’t feel their current employer will listen to them and be flexible to their needs, they’ll simply find a new one who will.

02 What happened during the pandemic that led to a fundamental shift in employee perspective?

People were deeply reflective during the pandemic about their work, resulting in a fundamental shift in perspective on what’s important. Work became less ‘separate’ from our lives as we learned (and sometimes struggled) to juggle health, family, wellbeing, fulfilment, and work all in the one bucket.

The meaning of a ‘good job’ took on a more holistic approach, balancing traditional incentives (e.g. career development opportunities, promotions and pay rises) with pandemic-driven drivers (such as greater flexibility, reliable support, trust in the workplace and better work/life balance).

And now, as we enter the ‘new normal’, employees are feeling empowered to make decisions about their working future with greater emphasis on those pandemic-driven changes. As anxiety around job security falls away, workers are asking themselves (and their peers) questions such as:

  • What do I give to my company, versus what do I get back?
  • How did my employers treat me during the pandemic, and what certainty was given to make me feel safe, secure, and supported?
  • How does my company make me feel – am I proud to be here? Do I feel supported?
  • How do I feel after getting a taste for a much more flexible workplace, which may have since been taken away?
  • How do I feel about my work/life balance? Do I feel my company supports personal and family wellbeing? Do they expect me to put work above all else?
  • Does my job spark joy in me? How does my job meet my personal needs to feel challenged and fulfilled?
  • Is my company investing in me and my development? Do they see me as an individual?
  • Would I be happier elsewhere?
03 How has power in numbers rewritten the code rules for the employer-employee relationship?

You may be thinking, ‘So what, my employees are lucky to even have a good job.’
Well, if you want to keep your best people, you’ll have to leave that kind of mentality behind.

Employees know roles are unfilled because there’s no one to fill them; they are seeing others move; and job offers coming their way unexpectedly.

The psychological contract (and relationship rules) between employee and employer are being rewritten. The balance has flipped. If you want to hold all the cards, be prepared to let your best people go.

Business owners and leaders need to understand the shift in dynamics. Old rules no longer apply. The movement of talent is so sharp it’s significantly different to anything we have seen. If employees aren’t finding what they want in their current roles, they are putting in notice and moving on, looking for an employer that will listen to them and be willing to adapt to their needs.

So, what can you do as a business owner or leader?

Don’t lose your best people to the Great Resignation. Now is the time to focus on understanding your employees—your people—and what they want. Is this really a time to wait and see how it all pans out?

OUR GUIDE IS PACKED WITH:
  • The top reasons Australian employees are seeking new roles
  • A framework to evaluate your current employee sentiment
  • Simple & immediate actions you can implement right now to start making your employees feel heard & valued
  • Prompts for one-on-one conversations with your employees

Download our free guide and start implementing simple strategies now.

This field is for validation purposes and should be left unchanged.

So, what can you do as a business owner or leader?

Don’t lose your best people to the Great Resignation. Now is the time to focus on understanding your employees—your people—and what they want. Is this really a time to wait and see how it all pans out?

OUR GUIDE IS PACKED WITH:
  • The top reasons Australian employees are seeking new roles
  • A framework to evaluate your current employee sentiment
  • Simple & immediate actions you can implement right now to start making your employees feel heard & valued
  • Prompts for one-on-one conversations with your employees

Download our free guide and start implementing simple strategies now.

This field is for validation purposes and should be left unchanged.

Go further with the
Business Leaders Program

Empower your leaders, retain your best people, and build
a company culture that promotes innovation and success.

Designed in direct response to the risks of the Great Resignation, Thryve’s Business Leaders Program offers three ways to work together depending on the current needs of your business and employee sentiment.

Profile Assessment +
Virtual Workshop Debrief

Profile Assessment +
Virtual Workshop Debrief

Understand yourself and your team on an individual level so you can be better together.

Through an immersive workshop experience we’ll uncover your team’s default traits and behaviours, learn how to adapt behaviours for better outcomes, and minimise unproductive conflict.

With optional add-ons to create a tailored Action Plan, or develop a Team Dynamics report, how deep we dive is entirely up to you. Ideal for individuals, or teams up to 20. Customised packages available for larger teams.

ABOUT THE PROGRAM

Understand yourself and your team on an individual level so you can be better together.

Through an immersive workshop experience we’ll uncover your team’s default traits and behaviours, learn how to adapt behaviours for better outcomes, and minimise unproductive conflict.

With optional add-ons to create a tailored Action Plan, or develop a Team Dynamics report, how deep we dive is entirely up to you. Ideal for individuals, or teams up to 20. Customised packages available for larger teams.

OUTCOMES

This program will help businesses and business owners who ask:

  • How do I help my people have better conversations at work?
  • Why don’t my people seem to ‘get’ each other?
  • How do I get my people to communicate better?

6-month Business Leaders
Coaching Program

6-month Business Leaders
Coaching Program

Get your key people to step up, own and drive opportunities for growth in your business.

Kicking off with a deep-dive discovery workshop (including DISC profiling and debrief session) followed by one-on-one coaching throughout the program we’ll help your leaders implement leadership styles that employees respond to, boost effectiveness and efficiency within their teams, enhance employee engagement, motivate their staff and nurture the future leaders of your business.

Ideal for businesses with 1-3 leaders to upskill.

ABOUT THE PROGRAM

Get your key people to step up, own and drive opportunities for growth in your business.

Kicking off with a deep-dive discovery workshop (including DISC profiling and debrief session) followed by one-on-one coaching throughout the program we’ll help your leaders implement leadership styles that employees respond to, boost effectiveness and efficiency within their teams, enhance employee engagement, motivate their staff and nurture the future leaders of your business.

Ideal for businesses with 1-3 leaders to upskill.

OUTCOMES

This program will help businesses and business owners who ask:

  • I know I need to invest in my best people, but I don’t know how?
  • How can I motivate my key people to go to the next level?
  • How can I build skills in my leaders and my most promising talent?
  • I want to hand off my day-to-day ops to my leaders so I can focus on my future strategy, but I’m not sure where to start?

6-month Business Owners &
Leaders Mentoring Program

6-month Business Owners &
Leaders Mentoring Program

Experience the same outcomes as our Business Leaders Coaching program, but with the addition of mentor-to-owner sessions to maximise outcomes.

Create a robust strategy and action plan that covers all six areas of workplace reinvention and watch your company thrive.

Ideal for business owners who: want to free up their time; know their leaders need upskilling but aren’t sure how to do it themselves, or; want to take a more active role in transforming their leaders and company culture.

ABOUT THE PROGRAM

Experience the same outcomes as our Business Leaders Coaching program, but with the addition of mentor-to-owner sessions to maximise outcomes.

Create a robust strategy and action plan that covers all six areas of workplace reinvention and watch your company thrive.

Ideal for business owners who: want to free up their time; know their leaders need upskilling but aren’t sure how to do it themselves, or; want to take a more active role in transforming their leaders and company culture.

OUTCOMES

This program will help business owners who resonate with:

  • I know I’ve come this far with my current skills, but I know it’s not enough to get me where I really want to go…
  • I know myself well enough that I need to learn new skills
  • I don’t know what I don’t know, and need new ways of thinking and doing
  • I know I need someone to keep me accountable to perform at my best

Ready to Level Up?

Download our Program Guide for a breakdown on outcomes, process and indicative costs, then book a discovery call when you feel ready.

Don’t just take
our word for it

Experiences from Business Owners & Leaders who completed the Business Leaders Program in 2021.

Experiences from Business Owners & Leaders who
completed the Business Leaders Program in 2021.

What participants
had to say after
completing the
program:

83%

Were very clear on their own personal development goals

67%

Understood what skills they have now that are expiring

67%

Were very clear on how they plan to achieve those goals

83%

Understood what emerging skills they needed in their future role

100%

Were very clear on their personal motivations

100%

Were very clear on strengths needed to be successful in future roles

What participants
had to say after
completing the
program

83%

Were very clear on their own personal development goals

67%

Understood what skills they have now that are expiring

67%

Were very clear on how they plan to achieve those goals

83%

Understood what emerging skills they needed in their future role

100%

Were very clear on their personal motivations

100%

Were very clear on strengths needed to be successful in future roles

Case Study 01

“Over a two year period, the business had grown considerably under the leadership of a new CEO. Many new senior and mid-tier leaders had been brought into the business. In some cases new people were struggling to connect and communicate with others. There was a growing sense that people were not sure where they fitted in.

The CEO shared, “the DISC individual profiling tool gave us such great insights into why and how we do things, that I arranged for Thryve to conduct a team report about how we work together, so we can better collaborate and leverage our strengths.

Assessing the benefits he summarised, “the report opened my eyes to see what was behind the communication challenges people were facing. The feedback from people was immediate and positive. They were able to put their own insights into practice immediately. My leaders started sitting down with their team members and being open and honest about how they could work better together. I want to ensure that we give new starters this tool from day one.”

Case Study 02

“I want to enjoy my business more and worry about it less. We have a good business but I feel I just can’t step away unless my key leaders step up,” the owner of a leading manufacturing business shared with us.

Thryve worked with the business owner to understand the potential areas for development of each of his leadership team. A custom Thryve Business Leaders Program was developed to fit into the high-workload demands (and COVID restrictions) of each leader so that there was flexibility as well as focus. The program included DISC profiling to build self-awareness and communication skills followed by one-on-one coaching for leadership upskilling. This was supported by regular feedback sessions with the owner.

The business owner shared some of the benefits of the program “Our results were more consistent month on month; actually, some of the best we’ve ever had. My own conversations with my team changed; we were just connecting better. They kept telling me how great it was that the business was investing in them. I didn’t need to get involved as much with the day-to-day and could focus on things I wanted to do. Business was fun again.”

Case Study 03

“Over the next 7 years, I have plans to grow the business to $100M+, but I know that I will need to grow my own skills to get us there. Can you help me do that? Can you help me learn to be a CEO?” a leading entrepreneur in the building and construction industry asked us.

Thryve’s founder Dan, went on a deep-dive with the owner to understand his strengths, his special gifts, what made him tick and what was going to work for the way he learnt. The Thryve team then designed a purpose-fit program which included: high-support sounding board sessions tackling the biggest issues, DISC profiling to equip the owner with a better understanding of his behavioural and communications preferences, targeted coaching and upskilling of key team members, team meeting facilitation to create space for team members to contribute more and upskill the owner; and just being able to support the owner on days or weeks where nothing seemed to go to plan.

The business has seen very rapid growth. The owner has brought on new people to complement his strengths. “You’ve stuck by me and had my back through this really challenging phase. I am having better conversations with my key people, I’ve got more structure in my day and in my business and work life. I know that I’ve grown as a leader and a manager. And I know I’ve got more room to grow,” the owner shared with us when setting out his plans to continue his mentoring journey with Thryve.

Program FAQ’s

QUESTIONS ABOUT THE PROGRAM
What is personal coaching?

Coaching is a personalised way to learn, where a person (a coach) supports someone else (sometimes called a coachee) to make progress in some way. Progress might include; to reach a goal, solve problems, or create learning and change. Coaching is normally a conversation, or series of conversations, one person has with another. The coach works to create a conversation that will benefit the other person, in a way that relates to their objectives. Coaching conversations might happen in different ways, and different environments. For example, in person, by telephone, over zoom etc.

How does coaching work?

An effective coach blends skills of questioning, listening, observation and feedback to create conversation rich in insight and learning. The coachee experiences a focus and attention on their own circumstances that helps them develop greater awareness and understanding.

In addition, they’ll gain fresh ways to resolve issues, produce better results and achieve their goals more effectively. Common benefits people experience from coaching include:

  • Improved sense of direction & focus
  • Accelerated learning around a distinct topic, e.g. managing people, relationship, influence
  • Improved performance in an area, e.g. professionally, health, finances etc.
  • Increased knowledge of self/self-awareness
  • Improved personal effectiveness, e.g. focused effort on priorities
  • Increased motivation or sense of personal engagement
  • Increased resourcefulness/resilience, e.g. ability to handle change

How can I prepare for coaching?

It helps to consider your own objectives for coaching before you meet your coach. It’s also a good idea to decide how you might increase the effectiveness of your coaching involvement. The following questions can help:

  • What areas or topics might be most useful to work on with a coach? e.g. personal, professional, general learning and development?
  • What simple goals do you have right now which you’d like to make more progress with, e.g. to make something happen, or achieve something.
  • What learning and self-development goals do you have? e.g. get better at something or express certain qualities more (or less) often.
  • Of the factors under your own influence, what might stop your involvement with a coach from being successful? e.g. distractions or a tendency to procrastinate.
  • What thoughts are you having now about getting started with a coach?

Whilst the intention of the previous questions is to encourage your initial thoughts, you may also find that ideas, questions or actions arise from your thinking. That’s great, simply make a note of those and take them to your first session with your coach.

QUESTIONS FROM BUSINESS OWNERS
As a business owner, do I have to be involved?

Where you are working in the business, we strongly encourage you to be involved. We support you to be involved in the program in a way that matches your available time and your day-to-day role in the business. If you are working more on the business than in it, we work with you to design a role as a Sponsor. This gives the proper weight and importance to the development of leaders within your business.

I would like to be directly involved in the development of my leaders & company culture, which program option is right for me?

Both the Business Leaders Program and the Business Owners and Leaders Mentoring Program allow for you to be directly involved. Our discovery process will guide us to choosing the right place to start.

February is too late! I need help with my team now!

Where you feel you need immediate assistance, get in touch with us today.

QUESTIONS ABOUT TEAMS
What do I get out of DISC Profiling my team?

Each leader who completes the DISC profile will receive a 30-page DISC ADVANCED® report which includes behavioural style overview, workplace predispositions, motivators and needs. Along with this, there is a wide range of tools and tips for the leader.

How do I get my leaders excited to start this program?

We work with each business owner and leader to design the communications and early engagement piece with your team. We know what works and what doesn’t.

I want my team to be more cohesive, but there are conflicts within my team. Can you help to resolve these?

Yes, we can. Understanding what makes a specific group of leaders work together is part of the deeper work we do with you, as the business owner and leader, in our Business Coaching and Business Mentoring programs.

QUESTIONS ABOUT PROGRAM LOGISTICS
I have employees nationally, can they participate?

Yes: This personalised program is run online so it doesn’t matter where you are located.

As a business owner can you help me identify the goals for my people and build an personalised program for each of them?

Yes we can. We work with you to identify business goals and objectives for each leader. Then, as part of the coaching program, each of your leaders will put together their own personal development plan to share with you.

I’m worried about confidentiality…

All Thryve coaches are internationally accredited. They have agreed to a code of ethics which protects the privacy of the people they coach, as well as the confidentiality interests of the business. Where a third party has requested the coaching, e.g. as part of an organisational sponsored assignment, a coach will agree with you the best way to keep any interested third parties involved or updated.

What qualifications do your team have?

All Thryve coaches are internationally accredited with the European Mentoring and Coaching Council (EMCC) or the International Coaching Federation (ICF). All our coaches have a strong background working in business and many in running their own business.

What other business coaching services do you offer?

Complementing our business mentoring and leadership development programs, Thryve has specialised offerings including team facilitation and coaching on strategy, product & service development, managing & growing key accounts, building strategic alliances, and people development.

Where can I sign up?

Please book a call with us via this link!

Why Work with Us?

Thryve | Leaders in Business Mentoring

In the life of a business owner or leader, day-to-day challenges often barricade the path to business growth. You feel like you should be able to do it all, but often you just…can’t.

That’s where we come in. We’re not going to tell you we’re the experts in your business—you are. No one knows your business the way you do. But we are experts in business mentoring. Combine those two forces and we have a powerful driver for change.

WE MAKE IT PERSONAL

Thryve coaching and mentoring programs are not mass-enrolment initiatives or self-guided courses. They are completely personalised programs uniquely delivered to meet your needs and business goals. Cookie cutter solutions are not part of what we offer here. For each coaching client we work with, we tailor our support to provide exactly what they need, delivered in a way to make life easier, not harder. This includes regular one-on-one coaching sessions that are critical for reflection, accountability, and impactful leadership development.

WE’RE A PASSIONATE BUNCH

Beyond the tangible results, we are also deeply passionate about helping individuals find balance; both personally and professionally. Why? Because running or leading a business is bloody hard; our job is to create and hold space for you to find clarity and better outcomes.

OVER 40 YEARS OF COACHING EXPERIENCE

The Thryve team has a collective experience of over 40 years in the business coaching and transformation space.

We love what we do, and we’d love to hear about your business.

Thinking of working
with our team?

Would you like to know more about how our Programs would work for your business? Book in a time, we’d love to chat and listen to what you need.