Senior Managers Likely To Resign As Canada Enters Post-Pandemic Era

Recent research conducted in April 2021 by LifeWorks and Deloitte Canada indicates that about a quarter of all senior leaders are considering resigning post-Covid. A senior leader is considered anyone two levels below that of the chief executive. The study surveyed about 1,200 senior leaders across nine industries. The study found that 82% of those polled reported feeling mentally and physically exhausted from work. 59% felt unable to relax, while 49% confirmed suffering from sleeping problems.

According to Paula Allen of LifeWorks, these leaders had undergone serious pressure to perform, leading some to experience behavioural changes that trickled down. Employees consequently suffered burnout. Zabeen Hirji of Deloitte noted that senior leadership sets the tone for how organizations will bounce back from the pandemic and that protecting their mental health and other support was needed.

This is unwelcome news at a time the Canadian economy looks set to revive, with managers expected to lead efforts to bring back workers to the office. If so many senior leaders do end up quitting their jobs to seek new employment, it is likely to cause significant disruption to many industries and worsen unemployment figures that managed to reach a low of 7.8% in June 2021, down from 8.2% in May 2021.

Even at lower levels, there has been some employee resistance to returning to the workplace, with some reports indicating even such employees would be willing to quit their jobs than go back to the office. This has been particularly noted amongst employees that have experienced a lack of trust from employers who did not believe they can get work done without in-person supervision. Many employees also appreciated the privilege of working from home and as much as half would rather seek employment from employers that facilitated remote work, part or full-time.

Employers are being encouraged to adopt flexible and hybrid work models through training of managers for remote leadership and rethinking how to help employees thrive under the new culture.  Even the Royal Bank of Canada (RBC) is on board with this approach and intends to match employees’ diverse everyday experiences with client needs.

Toronto’s financial firms also seem to be considering the same, noting a lack of desire by employees to return to the office for five-day work weeks. Several firms have reported experiencing better efficiencies and profitability through remote work. It will be up to the individual organizations to work out how hybrid workplaces will work out as we get into the post-pandemic future.

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