The Great Resignation or Is it Time to Reimagine?

Posted by Transition Hub

The question being asked by so many people right now is, “how can I move forward, if I go back?” Our advice is, “lets go back to go forward”.

After scaling personal and professional development within major organisations for over 15 years globally, Transition Hub was created pre-pandemic to support talent to make a smooth transition into the future of work. With the onset of automation across multiple sectors, we recognised that the human component of work would require a different approach to reskilling and retraining. And if the future of work can be a chance to reset humanity then it is going to take some reimagining!

Now at the end of 2021, with lessons learned from a global pandemic, our mission has never been more relevant or more critical. The realisation for much of the workforce is they now feel the need to realign themselves with their careers, taking into consideration fit, fulfilment, family and future, which has lead to the onset of ‘The Great Resignation’.

For many, they don’t feel hopeful about realigning within their own organisation. Some will be tempted by the promise of a new challenge, a larger salary, a new job title and (new to everyone’s list) a schedule that accommodates a newfound appreciation for less time commuting and more time spent with family. Therefore organisations need to enter the Age of Reimagination.

For example, our purpose-driven Transition Hubs within organisations brings talent, organisational culture and coaches together for a week-long experience of discovery, development and direction. We believe this is the essential combination to give employees the space, time and springboard to re-energise and renew their career outlook. In other words, we encourage and facilitate the opportunity to reimagine rather than resign, with employers investing in their talent with a completely open agenda. Organisations should be asking "How can we help you to fulfil your potential?"

So, what does a meaningful employee experience involve? And how can employers create change that will retain talent and re-invigorate their workforce while identifying future leaders and opportunities within the organisation?

1. Discovery: Employers need to become aware of the skills and ambition, that exists within their talent:

  • This requires an approach that goes well beyond the need for technical skills and self-directed training. The future of work requires collaboration, creativity and connection to encourage employees ways to stretch themselves, to upskill meaningfully, to give back to others and to engage in career conversations that excites them about their future.
  • Slowly breaking down the barriers to career discussions is critical, removing the stigma of career conversations between leaders and team members so we can grow and support employees well before they are one foot out the door.

2. Delivery: Balance today will mean a hybrid work schedule, with some time working from home and some in office:

  • Collaborative in-person engagement is essential, and should not be seen as an “add on” to day-to-day stressors and tasks.
  • Give talent the space to come together, to connect, communicate and brainstorm, which strengthens culture and encourages comradery. Employees need to experience cross-level interactions in a positive way, giving them the chance to bring their best self and be fully present in-person.
  • Reduce the need for extensive Zoom meetings, enable focused work to happen at home and give talent a reason to connect with their team members in a dynamic, collaborative way.

3. Development: Finding a balance between autonomy and support is critical:

  • Every individual is equally responsible for their own career trajectory, but people need to see a line of sight on purpose, opportunity and impact in their future of work.
  • Offering time and resources to support individual development, based on career conversations with leaders and coaches, is the only way to legitimise the culture of learning - so attractive as a brand attribute of any modern organisation.

4. Direction: Finally, employers must continue to recognise that meaningful work is highly personal.

  • Guidance underpins a feeling of being invested in, listened to and considered as important to the functioning of the organisation as a whole. It’s time for customised, bespoke solutions that speak to the person behind the role, and importantly, to build the trust so they will speak up long before they are searching for a new role or, as we’ve seen, leaving even before a new role is secured.


Transition Hub is a purpose-driven career accelerator, bringing world class coaches and exceptional talent together for a week of discovery, development and direction.

We provide professional development for talent at all levels, academies and upskilling for mid-management, coaching for seniors, and support graduates as they begin their career, creating a smooth entry into the workforce and a healthy career trajectory that makes the most of their skills and potential.

We designed Transition Hub in 2017 with a vision for the future of work, and today, our blend of personal and professional development is more critical and essential for both employers and employees than ever before.

Transition Hub is proud to partner with GradConnection on a series of workshops, webinars and 1-1 coaching with grads and students.


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