The Great Resignation

You’ve seen it happen. Your best people are resigning, your teams seem less engaged, and you’re hearing the term “quiet quitting” whispered in meetings. It’s a huge problem for leaders everywhere, leaving you to manage dwindling morale and constant recruitment cycles. You’re left wondering: What’s really going on, and how do I stop my team from walking out the door for good?

While many companies are trying to patch this with surface-level perks like free snacks or the occasional happy hour, the real issue runs much deeper. The Great Resignation is being fueled by a massive disconnect between traditional, top-down leadership and a new generation of workers—Millennials and Gen Z—who have a completely different rulebook for what they want from a job. They aren’t just looking for a new role; they are actively searching for a different kind of workplace. In this post, I’ll break down what this new generation of employees is all about and give you some actionable tips on how you can adapt to win them over.

What You Should Know About Today's Workforce

Let's start with the basics: the old work-life contract is dead. The days of trading blind loyalty for a 30-year career and a pension are over. This isn't because younger generations are inherently disloyal; it's because their life experiences have taught them to be cautious. Many Millennials entered the workforce during the 2008 financial crisis, watching their parents' loyalty go unrewarded with mass layoffs. Gen Z grew up in a world of social media, digital side-hustles, and constant change, teaching them that the only career security you can truly rely on is your own set of skills.

They are digital natives who are more connected, more informed, and have a different set of priorities than any generation before them. They’ve had unlimited access to information their entire lives, giving them a finely tuned "authenticity detector." They can spot corporate jargon and empty promises from a mile away.

When it comes to your employees, they value authenticity and mission-driven work above all else. They don't just want to complete tasks; they want to understand the "why" behind their work and see its tangible impact. They expect technology to make their lives easier and more efficient, and that includes their job. For them, a manager’s role isn't just to give orders or enforce deadlines—it's to be a coach who actively removes roadblocks and helps them grow their careers.

Why Your Best People Are Checking Out

When it comes to the modern workplace, younger generations are all about purpose, development, and genuine connection. If your company culture doesn’t align with their personal values, they have more tools than ever to find one that does, and they aren't afraid to use them. It’s not just about what the company does, but how it does it.

They are looking for psychological safety—the ability to speak up, pitch a wild idea, or even admit a mistake without fear of being shamed or punished. They want a workplace that feels like a community, not just an office building. They’re looking for more than just a sales pitch during the hiring process; they want to see how your company’s values play out in real life. This could mean seeing a genuine commitment to social causes, clear diversity and inclusion initiatives, or watching leaders communicate with transparency and vulnerability, especially when things are tough. Today, your company's culture and values are your most important and visible recruiting tools. If what you say on your careers page doesn't match what employees say on Glassdoor, you've already lost their trust.

4 Steps to Stop the Exodus and Win Over Your Team

We’ve explored why this generational shift is happening. But how do you actually make your workplace a place they want to stay and grow? It requires a conscious shift in how you lead. Here are a few tips to get started!

1. Lead with a Clear "Why." It’s not enough to set goals; you have to give them meaning. With this generation, it’s all about purpose. Make sure you’re constantly connecting your team's daily tasks to the company’s bigger mission.

• What this looks like: Instead of saying, "We need to increase customer response times by 15%," try framing it as, "When we improve our response times by 15%, we’re directly reducing stress for our customers and showing them we value their time, which is why they choose us over our competitors." Don't just tell them what to do; explain why it matters. This gives their work meaning beyond a simple paycheck and turns their job into a mission.

2. Become a Career Coach. Today’s top talent is focused on growth. If they feel like they’re stagnating, they’ll leave. Your role as a leader is to be their number one career advocate. Look for every opportunity to help your team members grow.

• What this looks like: Have regular, informal conversations about their career goals that are separate from project check-ins. Ask them, "What skills do you want to build this year?" and "What kind of projects excite you the most?" Then, actively look for ways to give them that experience, even if it's a small "stretch" assignment. When you personally invest in their growth, they’ll invest their talent and energy in you.

3. Embrace Real Flexibility. To today's workforce, flexibility is a direct measure of trust and respect. It’s not about working less; it’s about working smarter. Where possible, focus on the quality of the results, not the quantity of hours clocked in a specific location.

• What this looks like: Go beyond simply allowing remote work and actively build a culture that supports it. This means investing in asynchronous communication tools (like Slack or Teams), ensuring important decisions aren't only made by people in the room, and training managers to lead hybrid teams effectively. When you trust your people to do their jobs well, wherever they are, you attract responsible, autonomous adults.

4. Make Feedback a Two-Way Street. Ditch the dusty, anxiety-inducing annual review as your primary feedback tool. This generation grew up on the internet and craves real-time, constructive feedback that helps them course-correct and improve now, not a year from now.

• What this looks like: Implement lightweight weekly or bi-weekly check-ins. You can use a simple format like, "What were your wins this week? Where are you stuck? What do you need from me?" This creates a culture where continuous, open dialogue is the norm—not the exception. Crucially, ask for their feedback on your leadership, too, and be prepared to act on it. This builds immense trust and makes everyone feel valued and heard.

Conclusion

The next frontier for great leadership is focusing on the needs of the new generation. These employees are not just looking for a stable job; they want a personalized experience that engages them, develops their potential, and connects to their personal values. This isn't about entitlement or a lack of work ethic; it's a rational response to a new world of work. By leading with purpose, investing in your team’s growth, and building a culture founded on trust, flexibility, and open communication, you can turn the tide of The Great Resignation and make your team the place where top talent wants to be and, more importantly, wants to stay.