The tens of millions of employees who have resigned in the “Great Resignation” — 4.4 million in September alone, according to the Bureau of Labor Statistics — will not necessarily need to retrain before landing their next job. However, labor experts warn that people seeking a completely new job may find little financial and social assistance in acquiring the skills they may need in the future.
According to Erin Hatton, an associate professor of sociology at the University of Buffalo in New York, the pandemic imposed “undue load on staff they’re just not willing to cope with,” including the danger of COVID-19 exposure and the need to enforce mask compliance on customers.
Workers who have been affected by the pandemic are doubting the worth of their employment, according to Hatton, and this self-reflection may prompt them to change industries — or at least try to.
“It’s easier said than done,” she admits. “It can be difficult to figure out how to receive the training needed to achieve it.”
Will the “Great Resignation”, however, result in “great retraining” for employees seeking better wages, benefits, and working conditions?
Experts such as Anthony Carnevale, director of the Georgetown University Center on Education and the Workforce, are skeptical. He blames it on the fact that the United States isn’t particularly effective at retraining workers.
Changing occupations frequently necessitates obtaining a new certification (a degree or certificate), implying that you will require some form of higher education. Employers in all industries demand workers to acquire particular qualifications, even in professions where they were previously unrestricted.
Consider the profession of auto mechanics. According to Carnevale, this occupation today necessitates more skilling, or training, in both mechanics and electronics.
When examining your alternatives, ask yourself whether the work exists in the region where you need to be, want to be, or can be, according to Pamela Egan, director of the University of California, Berkeley Labor Center’s Labor Management-Partnerships Program.
Egan recommends starting with your state’s workforce development investment board, which may give information on training possibilities.
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