EDITOR ’ S QUESTION
HOW ARE CIOS MANAGING THE UNPRECEDENTED CHALLENGES OF THE GREAT RESIGNATION ?
Recent workforce studies across the world highlight a considerable shift in employees ’ attitudes towards work , brought about by the COVID-19 pandemic – including the hotly debated ‘ quiet quitting ’ trend . ISACA ’ s new white paper , The Great Resignation : Business Challenges and Sustainable Solutions , discusses the reasons for The Great Resignation , the difficulties it creates for enterprises and recommendations for developing a sustainable , multi-purpose workforcemanagement solution .
In the wake of the COVID-19 pandemic , increasing turnover is a global concern and a major risk to the sustainability and resilience of many enterprises worldwide . Enterprises must take immediate action to become flexible with responses to employee demands , allowing more flexibility for working from home and balance between work and life commitments when returning to work after the pandemic .
ISACA ’ s white paper delves into the components of operational resilience and different types of risk that
Although problems caused by The Great Resignation are pressing , they should be solved using a phased approach to avoid sudden changes overwhelming staff .
The Great Resignation has introduced , including productivity loss , poor customer service as well as reputational and information risk . When addressing the challenges caused by The Great Resignation , the organisation suggests keeping the following in mind :
• Adaptability is essential : It is hard to predict exactly the skills that will be needed even five years from now , so workers and organisations need to be ready to adapt to any of the worlds envisaged .
• Focus on employee value : The risk of losing critical people to burnout or early retirement will be a constant concern ; organisations need to pay careful attention to the employee value proposition .
• Adopt a phased approach to solutions : Although problems caused by The Great Resignation are pressing , they should be solved using a phased approach to avoid sudden changes overwhelming staff .
ISACA ’ s paper shares several sustainable solutions to workforce issues , including :
• Strengthen innovation , creativity , empathy and leadership capabilities in the business alongside critical technology skills .
• Build and nurture adaptability in the enterprise workforce by harnessing a flexible talent mix , new ways of working and learning and providing radically different career paths .
• Build a future-looking understanding of how humans and machines can collaborate to deliver the enterprise ’ s purpose .
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