I've been waiting to write this article because I wanted to start with "last week was the first week in X months that we didn’t get a call to assist with a layoff or an involuntary termination." However, I've been waiting a long time now, so I'll just start by saying we haven't had a week go by since Thanksgiving last year without a client calling for assistance in navigating a reduction in force or a difficult performance conversation (or sometimes it's a quick “not a good fit call”). I’ve named this the Great Reset, and I think it’s worth paying attention to.
The Great Resignation shook the workforce. People left jobs in droves, tired of burnout, low pay, unclear expectations, or cultures that didn’t fit. Employers scrambled to fill roles, sweetened offers, and overlooked gaps in experience just to get someone in the door. But now the panic has slowed. Resumes are flowing in again and by flowing I mean that except for nonprofit fundraising roles that are in high demand, we can easily see 1,000 applications in the first day of posting a remote position. On-site roles have smaller candidate pools but even those roles are much easier fill today than 4-6 months ago. Companies are feeling more in control. And that sense of control may come with a temptation to swing too far in the other direction.
We’re seeing leaders act more quickly when someone isn’t a “perfect fit.” Instead of coaching or offering feedback or looking at what systems or management contributed to the misfire, they are moving toward termination. I get it - when talent feels accessible, it’s easy to forget that retention, development, and culture still matter just as much as recruiting.
But this season of higher candidate volume comes with risks.
When companies stop investing in learning and development, they send a clear message: grow on your own time. Coaching, feedback, mentoring, and leadership development aren’t “nice to haves” when you’re in a reset. They’re what help you get the best out of the people you already have.
No one is perfect. That was true during the Great Resignation, and it’s still true now. And in our search for perfection, we miss out on people who might just need context, clarity, or a second chance. Hiring well isn’t just about resumes; it’s about onboarding, leadership, good management, communication, and alignment. Leadership quality can make or break someone’s ability to thrive.
And let’s not forget your employer brand. Even in a reset, people are watching. Candidates talk. Reviews get posted. If your reputation becomes one of churn, instability, or a short fuse for imperfection, the talent you want won’t be so eager to apply. The pendulum always swings. The question is whether your organization will still be attractive when it does.
So where’s the middle ground?
It’s in being clear and kind. It’s in investing in development but also holding high standards. Not everyone will grow in your environment, and that’s okay. It’s in creating processes that give people an opportunity to succeed but also give leaders the tools to act decisively when the fit really isn’t there.
The Great Reset might give employers more power, with which also comes more responsibility. What you do now will shape the team you have tomorrow. The best companies won’t just replace. They’ll refine, support, and evolve. Because talent doesn’t just walk in the door ready-made. It becomes great when the organization around it is too.
For more advice or support in recruiting, development, and employee relations, contact us at hello@deependstrategies.com.