Hiring and Retaining Workers Amid the Great Resignation

One of the surprising impacts of the pandemic was the millions of people who left their jobs leaving the talent market even more complicated than before.

Despite the many people who left their jobs, now known as the ‘Great Resignation’, companies are still challenged with attracting and keeping top talent to get business performance back to pre-pandemic days. Shannon Gabriel, Managing Director of Leadership Solutions Practice at TBM Consulting Group, talks about retaining top talent amid the ‘Great Resignation’ and diversifying the talent pool. Hosted by Bloomberg Markets, Paul Sweeney and Matt Miller on Bloomberg Radio, they discuss with Shannon:

Why has it been so difficult to attract and retain talent?
Why companies go through a right sizing process within their workforce?
What are the drivers for attracting and retaining talent?
Should companies evaluate their compensation structure?
Is remote or hybrid working here to stay and what does that mean for factory floor workers?

Learn more about how Leadership Solutions can help acquire and retain the right talent for your organization.

Frequently Asked Questions

Why did the Great Resignation create unique challenges for manufacturers?

The video explains that the Great Resignation amplified long‑standing workforce issues in manufacturing, including demanding work environments, unclear expectations, and weak frontline leadership. As labor markets tightened, employees gained more choice and became less tolerant of poor management practices. Manufacturers that relied on turnover as “normal” suddenly faced severe staffing gaps that directly impacted productivity and service levels.

Why isn’t higher pay alone enough to retain manufacturing workers?

Higher pay alone is not enough because compensation does not fix the day‑to‑day work experience. The video emphasizes that employees leave when roles are unclear, problems are ignored, and leadership is inconsistent. Without strong onboarding, clear expectations, and disciplined daily management, wage increases only provide temporary relief while underlying causes of turnover remain.

What actions help manufacturers successfully hire and retain workers during labor shortages?

Manufacturers succeed by improving how work is managed rather than relying solely on recruiting tactics. The video highlights clear role definition, effective onboarding, strong frontline leadership, and visible management engagement as critical factors. When employees understand expectations, feel supported, and see problems addressed quickly, retention improves and hiring becomes easier—even in highly competitive labor markets.

Meet the Expert

Shannon Gabriel

Vice President, Leadership Solutions PracticeEmail Shannon

Shannon Gabriel is Vice President of TBM’s Leadership Solutions practice where she leads the organization’s comprehensive approach to labor strategy, change management and leadership development that impact top-line growth and improve organizational culture.