The third wave gradually happens. According to the <a href="https://www.census.gov/topics/population/migration/data.html">U.S. Census Bureau</a>, approximately 26.4 million people in the U.S. moved in 2021. We’ll see A-players putting their foot down to stay remote. Employers won’t have a choice but to let them work remotely if they want to keep them. But what happens to the rest of the office when the top dogs are allowed to work remotely? In short: animosity, disdain, and envy. Finally, frustration will boil over, and people will find flexible jobs.

Wave 3: Picking Favourites(Mid 2022 Onwards)

Workforce reconfiguration is not only overdue—but necessary for the workplace of the future. Imagine this: 100+ million people switching jobs working in an atmosphere lighting them up, coworkers they want to be around, and an environment encouraging their best work. This Great Resignation (Reconfiguration) will create better, happier teams, parents, and spouses with more energy and fulfillment and better work from coast to coast.

The Bottom Line

Nearly a decade ago, most candidates applied to 70-80 jobs before finding themselves in a company,  It wasn’t for lack of skills or education, but rather the labour market was so tight people had to take what they could get. Today, it’s a vastly different climate: falling birth rates, slowed immigration, record retirement, an exploding gig economy, and the workforce as we know it is hungry for talent.

The Job Climate: A Raincheck

Employees have the upper hand as companies are desperate for talent; so employees can pressure their bosses to allow flexibility.Many companies are developing flexible systems and negotiable schedules for employees, including Wells Fargo, Ford, The Social Security Administration, and Microsoft.

The Present Reality

In America alone, there are 11 million vacant positions and only 6.5 million people to fill them. We’re in the middle of a talent crisis. Employees have unprecedented leverage, and the Great Resignation as we know it is just beginning. <ul><li>When the pandemic first hit,  millions of employees learned how to operate in a remote world. </li><li>It introduced a cocktail of complexities; for one, many bosses weren’t especially supportive or skilled in leading remote teams. </li><li>This new work style propelled people to adjust their personal lives.</li></ul>

Wave 1: Change By Force(2020 Onwards)

In reality, many companies are still tying the carrot-and-stick methodology instead of investing in solid cultures employees want to join. Instead, they try luring top talent by waving bonuses and extra cash. Those who forget to improve culture and workplace experience will see high turnover rates in the next 8-12 months because they hire people who aren’t a good fit. Essentially, there are two options to curb this: either companies invest in long-term leadership solutions or wait to see what happens if they don’t.

Wave 4: Kicking the Can Down the Field (2023)

As the office seems safe for return, employers across the country call their people back. To be clear, there are no outside forces mandating us back—leadership is. Not surprisingly, there’s a mixture of reactions. Over the next couple of months, we’ll see even more people quit because they simply don’t want to come back to the workplace. Their new home in the country is far more comfortable, they will avoid their lengthy commute, public toilets and also want to save money on gas.

Wave 2: Change By Choice(Mid 2022)

This work futurist predicts new waves of worker unrest are on the horizon—especially as some companies press a return to the office.