One of the most difficult issues facing employers right now is attracting and retaining workers. There just doesn’t appear to be enough workers for the available jobs, which is proving a huge and concerning obstacle for businesses across Australia. 

According to the latest Talent Trends 2023 report, ‘The Great Resignation’ Phenomenon is far from over, following a comprehensive analysis of the Australian Job Market. 

The report shows that the rate of resignation increased during the period attributed as the Great Resignation, and in 2022, this number more than doubled. With 52% of the workforce being "active job seekers" this year, along with the increasing volatility of the global economy, this trend is expected to continue throughout 2023.  

Commissioned by Michael Page Australia, the Report is based on responses from around 70,000 professionals worldwide, making it the most extensive talent study of its kind. 

A significant shift in employee attitudes and motivations, which is affecting every age group, country and industry, indicating that the changes we see today are most likely here to stay, with little chance of return to the pre-pandemic way things were done. 

One thing that stood out is that even satisfied employees are willing to resign and go to other positions if it means better opportunities - leaving job loyalty lower on the scale of importance to employees. 

Data from the study reveals that 90% of Australian talent is open to new opportunities in 2023, which spans across various job functions, seniority levels, and age groups. Workers have a renewed sense of value and are more aware of what they want and need to achieve in their lives and what they have to do to get it. 

ABOVE: Nicholas Kirk CEO at PageGroup 

With all this new information, the onus now lays with employers and suggests that adaptation is the key by looking at salary, career progression, flexibility in hours and development of skills, in a way to retain valuable employees and keep workers happy so they feel no need to look further for employment.  

“Bogan Shire Council, like everyone, is certainly feeling the effects of the tight labour market,” said Bogan Shire Council General Manager Derek Francis.  

“We haven’t necessarily experienced a surge in resignations but are seeing far fewer applicants for the jobs that become available. As an organisation we pride ourselves in being able to offer a range of work-life balance and other opportunities including flexible work arrangements and leave opportunities, training and development opportunities and a positive organisational culture,” he said.  

“We are currently partnering with other Council’s in our area to work on a coordinated attraction and retention strategy to make working for Bogan Shire Council an even better prospect,” said Mr. Francis.  

"We view these changes as an 'Invisible Revolution' that carries significant implications for employers," says Sharmini Wainwright, Senior Managing Director of PageGroup. "Our study sheds light on a long-term transformation of the employment market, as people reconsider the role of work in their lives following the pandemic disruption."  

David George, Senior Managing Director of PageGroup, adds, "The study also highlights the top reasons for resignation. A significant 20% of respondents cited work-life balance and company culture as the main factors, while 16% are looking for career progression and promotion, and another 16% are seeking a big change in career, role, or industry."  

Nicholas Kirk, CEO at PageGroup, said, "The trends in Australia mirror the sentiment of the global talent market – every region has seen a transformative change across all age groups, markets, and industries.  

ABOVE: Sharmini Wainwright, Senior Managing Director of PageGroup 

"These are not fleeting trends or reactionary responses to a period of turbulence. Rather, they are reshaping the workplace in a way that will subtly yet fundamentally change the way businesses attract and retain their talent."  

Now that the workforce is open and willing to change, employers across Australia will need to rethink their strategies. What once worked for many years, is no longer what employees want, so looking to improve work-places, growth opportunities, work hours and flexibility to allow for family time will be paramount to retaining loyal employees.  

In years gone by it was a badge of honour to say you had worked for a company for 20, 30, 50 years but no longer and with the workforce's openness to change, Australian employers need to work on improved work environments, retention strategies, growth opportunities, and competitive compensation to retain talent.