How is the Great Resignation affecting your company?

The biggest surprise for me in the current market is how employers and companies are complaining about the lack of skilled people but are unwilling to shift their own behavior to become more desirable to workers.

For example, they ask for a Sr Developer that ticks all the boxes and needs to come into the office in the inner city in a European capitol every day of the work week. The compensation is meh and not substantially different from any other company out there.

So the great resignation is hitting those that fail to realize wages need to go up to attract talent especially in the light of the growing wealth of the 1%. Pay well and substantially more than your competitors and people will be more reluctant to leave for greener pastures. The ability to work from home once in a while is not a favor handed to those that behave well, it is the other way around: I'll come in if there is a clear need for me to be there and do not expect me to wear noise cancelling headphones to try and concentrate on coding in an open office. Finally, grow your own skilled and experienced people, you had years to develop a pipeline of less experienced engineers. The complaint: "I train people just for them to leave" is stupid, ask yourself and them WHY they leave and then up your incentives.

But anyway, I am leaving a team in a week, there is no replacement for me and development on this component will basically halt as there is nobody else in the company that can do the work I did as those people are all busy on other things. Product Management is pulling out their hair as to how it could be this way and when I try to explain their continuous push for functionality over maintainable code they ask me how I would fix that. There is never a technological fix for cultural problems so yeah, I left.

I run a small team in a large organisation, and one that has historically been known for its apathy toward change.

Just prior to Covid we had some churn, and some issues, and I capitalised on that.

I went in to bat for higher wages for the roles I wished to hire for. Updated job descriptions to include newer tech stacks. Put in a position whose focus was on keeping things maintainable and having cross-team standards. I hired for competency, and offered flexible working arrangements but with some initially fixed, bite sized deliverables and quite a bit of breathing room for the team to come up to speed.

I now have a very competent team who have a professional outlook, little drama, decent remuneration, job security, actual professional growth opportunity and flexibility to work from home for at least part of the week. I hope they feel supported and that they can get focus time. My gain is at the expense of those who were not agile enough to change.

Whilst I almost certainly work in a different industry to that of most of HN readers, I can tell you that it's having a massive effect.

Our freelance pool has massively reduced in size - mostly through people moving on to find full-time work in completely different industries.

In our case (events + conferences) - I'm finding it quite hard to comprehend, as we were one of the only companies still paying our freelancers during COVID as we believed it was the right thing to do, so that we would still have freelance staff who we could rely on post-pandemic. We were paying them on a completely no strings attached basis too - there was no expectation that they would have to pay it back or work for us in future. Our rates are well above average too - which makes the issue even more hard to understand.

I suspect that in quite a few cases - people have gotten used to spending more time at home and with loved ones and have decided that they enjoy it more than travelling on a fairly regular basis.

I can't really answer your question directly because I am one of the folks that retired early and only hear rumors now, but I can say for certain it has affected businesses everywhere.

I drove a ways to a bank and found they lost their last "banker". All they have are tellers now. The tellers are all in training to become bankers. They directed me to a bank 1.5 hours away but said they lost people too so I should make a solid appointment.

ALL the remaining small businesses in the small town up the highway from me say "HELP WANTED". Some of the small businesses are closed for good. Many phone numbers just ring out or error now. I should add I moved to the middle of nowhere.

Our team lost half it's resources. I'm the ranking dev as a midlevel with a junior and a contractor under me. The company decided to combine us with another team. The next step is setting up an offshore team to support some of the mature apps. They are also setting up an office in a new location to set up another new team there.

Upper management has given some hints at good merit increases and bonuses this year. I'm not holding my breath though. Their definition of "good" might be wildly different.

My company is very family oriented, so a lot of seniors are staying while juniors are leaving. My company isn't competing on wages (somewhat competitive), but big on benefits such as good PTOs, good hours and minimum on-calls.

They are also making technology fun, hackathons, a lot of greenfield projects and tech refresh every couple of years. Even thought we are not a tech company, our tech org actually makes money, so we get a lot of budget to play with.

Funny thing is, I can make 25% more than what I make here, but I just can't see myself working for a company where WLB is a mess.

I was the principal engineer of one of the top 5 global FR systems used by governments and NGOs world wide, and I quit last spring. As far as I know, they are not even trying to replace me with a person, but are trying to outsource development now. That's gonna be a cluster-fuck.

This spring my org experienced heavy turnover (including me) from the director down. Not sure how they are doing now but it can't be great considering how many experienced senior devs left.

Creating a throwaway for this..

My multinational non-tech company is doing the following:

* NOT increasing salaries for positions

* NOT replacing people who leave

* NOT giving any pay rises or benefits to current staff

* They move skilled people from team to team on an ad-hoc basis

* They hire in expensive consultants

* They let go of the expensive consultants before handovers can even happen

Not much.

My employer has been very smart in adapting to the remote-first approach.

We hired a lot of full-remote people during the pandemic, the company is allowing people to switch contract and go full-remote and is allowing non-remote people to work from home until the end of the year.

Starting from 2022 the rumor is that we'll be hitting the office once per week, mostly due to legal reason/constraints. If that's the case, I've proposed such day to be friday and I'll be pushing for all the meetings to be on friday, with the idea being the if I have to go to the office at least let's make it a social event (meetings, meetings with other teams, lunch together etc).

This still has to materialize though, so we'll see :)

New hires across roles and seniority levels jump ship after a month, since offers just keep pouring in. Very hard to hire DevOps folks. Roadmaps are heavier than ever and fewer folks to haul them.

I and 3 other developers left in the last 30 days (~100 people AI startup). My boss told me a couple of days after I gave my notice he'd give me $50k raise if I stayed for at least 6 more months (until they can hire/onboard more people). I still refused - I was unhappy there lately, and I'm getting $40k raise at my next job anyway.

Most candidates in the pipeline are off shore

Where I am(Europe high income) it doesn’t seem to have hit at all especially my industry(software). That being said employers have become MUCH more flexible with remote work.

It has not affected us at all. My org offers pension and has been hiring certain type of person that would not risk losing the benefits for a potentially better salary