Traditional eLearning, video-based training, and facilitated learning are valuable tools in the market that provide the “what things are.” However, business simulations are now playing a critical role in talent development. They provide learners with the hands-on experience of “how things actually work.”

Let’s take business acumen training and the concept of “revenue” as an example. Advantexe offers an asynchronous learning program called the Foundations of Business Acumen. The program combines short video lessons that introduce the topics and an interactive simulation that allows learners to “try them” in real-world settings.

The eLearning portion utilizes animated videos to define how revenue is derived. “Revenue is created by multiplying the number of units sold with the price.” This is great. Yes, revenue is units sold multiplied by price, but what is driving the generation of that revenue? How is revenue actually created? As an individual contributor, manager, or leader in a company, what could you be doing to impact that revenue? How can learners do their job more effectively in support of more and higher quality revenue?

The Great Resignation has hit Santa’s Workshop!

Elf turnover is increasing due to a reprioritization of their work-life balance, working too many hours, and a growing desire to work remotely in a warmer climate.

Santa needs your help to right the sled!

Advantexe, world leaders in business simulations has created the Great Elves Resignation Business Simulation. This business simulation is designed to help illustrate the effects that the Great Resignation can have on the effectiveness and metrics of Santa’s Workshop.

Welcome to part three of Advantexe’s blog series, The Great Resignation through the Eyes of Three Generations. In part one we defined the Great Resignation and in part two, our panel provided their insights on why they thought people were leaving their jobs. Now we conclude the series with our panel responding to the question, What can companies do to retain employees?

Gen Z - Response – Allee Stidham, Manager of Project Management

To better retain employees, companies should start paying attention. The Great Resignation is not a fad, it will become the ‘new normal’, and companies need to shift their hiring strategies to reflect that. As employee turnover increases, they will need stronger onboarding practices, better information management, and flexibility in the job description.

In Part 1 of Advantexe’s Great Resignation Through the Eyes of Three Generations blog series, our panelists began by defining how each generation Genz, Millennial, and Gen X defined the Great Resignation. In part 2, the team will discuss why they think people are leaving their jobs.

Gen Z Response – Allee Stidham, Manager of Project Management

I think people are leaving their jobs because they are finding better opportunities. The idea of staying at a company so you can hopefully get a raise, or maybe even a promotion, has been overshadowed by the idea of getting job experience for two years and then finding a company that will pay you more than that raise. It’s not so much that Gen Z or Millennials lack company loyalty, but more so that we know the idea of company loyalty is primarily one-sided. Do companies really care about us, or do they not want to spend the time and money teaching someone new to do it?

I think the Great Resignation has revealed this to employees, especially when talking with your manager about what you wanted from your job. If a company valued me as an employee, why not let me stay remote, increase my pay based on performance, or acknowledge burnout? When it became clear some companies would stay too rigid on policy, workers found that not all companies are inflexible and if they wanted a job more tailored to their lifestyle, they could find one.

Link with Allee – click here

At Advantexe, we are always researching and probing into the issues and drivers related to building Business Acumen, Business Leadership, and Strategic Business Selling Skills. With this information, we build our business simulations, content, and blogs that share our findings with the Talent Development community.

Over a series of blogs, we are going to share insights into the business and leadership drivers of “The Great Resignation.” The Great Resignation is impacting every business on the planet and is dramatically shifting the perceptions of what is work, and how we work.

But what is the perspective of the Great Resignation through the eyes of three different generations in the workforce? I am very excited to launch a 3-part series of blog posts where we asked Advantexe team members, each from a different generation, about their thoughts and insights on the Great Resignation. The series starts with a generational definition of the Great Resignation and is followed by posts on why the group thinks people are leaving their jobs and is concluded with an overview of what can companies do to better retain employees.