Attracting and retaining top talent must be top of mind in 2022 and beyond. We’ve all been reading about “The Great Resignation”. While Reddin Group doesn’t support the concept of mass resignations in early 2022, we are only too aware that people do return from their Christmas holidays refreshed, having received their end of year bonuses, and having thought about their careers. January and February are times when team members at all levels often start to gently look around and, for the first time in many years, there are more jobs out there tantalising them!

So, throughout January, Reddin Group is offering complimentary consultations to ensure you have the people and the tools to take your businesses to the next level in 2022. Read on to find out how.

As we draw closer to the 2021 holiday season, we reflect on what a challenging two years it has been for all of us living through the global pandemic and acknowledge the sheer amount of unthought-of change that has taken place for many of us, both personally and professionally.

While we could not have imagined a tougher year than 2020, somehow 2021 continued to pile on the pressure. Still, Australian businesses did not give up.

Well-practised in the art of change, remote working, and online learning, we all just ‘got on with it.’ New challenges were assessed and remote working solutions were implemented quickly. We knew from 2020 that there was no time to waste.

 Significant lessons have been learned and we are now seeing that those businesses which continued to pivot and plan are now well placed to take advantage of the strong business confidence that is returning to corporate Australia.

While many industries are currently faced with people and skill shortages, the promise of borders being lifted internally and domestically is a strong sign that these challenges will be answered in the not-too-distant future.

There is little doubt that the way we work has shifted. Hybrid workplace models are now considered the norm and those looking for work expect to have some form of flexibility. Another lesson for employers is that those organisations that demand workers are in the office full time, will miss out when faced with the war for talent.


Long lockdowns have gifted people with time to evaluate who they are and what they want to do. This revaluation will drive people to seek change in their careers and employers must be ready for it early in the New Year.

Similarly, the past two years have also forced businesses to assess how to, and what they need to run more resilient operations and are discovering that the type of roles they have now are not necessarily the roles they will need in the future to ensure growth and stability. So, change is going to continue, and we must all be ready to roll with it.

Throughout the past 18-months, we have witnessed the weight of leadership on executives as people looked to their senior managers to provide guidance and reassurance through these uncertain times. This is a trend set to continue and leaders must be practised at leading teams remotely and with empathy. Finding ways to keep people close, while separated by distance, periods of isolation and screens will be critical to business success. So too will onboarding new talent and graduates as they find their feet in this new working world.

While we know that the effects of the COVID-19 pandemic are far from over, we all emerge from 2021 a little wiser and a lot more resilient.

2022 is predicted to be an even bigger year in terms of business change and growth. Top talent, regardless of role or level, is going to remain hard to come by as many stick to ‘the devil they know’ after such challenging times. Businesses need to be thinking now about talent attraction and retention if they are to continue to grow and succeed.

With this in mind, Reddin Group is offering organisations complimentary consultations with our partners to help the transition to 2022 in the most optimal way possible.

So, if you’d like to utilise the over 80 years of combined experience of our partners to help you review your 2022 people, succession, development and retention plans, contact us to book a session. We’ll happily review these plans within the context of your business now and where you’re looking to take it in 2022 and 2023 and provide you with a common-sense, practical plan.

To book a session, contact or David Reddin at

2021 was the year we became a little wiser and a lot more resilient. It was a tough year, but one that Australian businesses can be proud of navigating.

Wishing you and your family all the best for the holiday season. We look forward to helping you and your business thrive.