Authority Magazine Interview: The Great Resignation (2026)

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• Share with your friends!FacebookPinterestMessengerWhatsAppEmailShareFlipboardRedditSMSX Greg from ChaChingQueen was recently interviewed by...
• The below has been republished with permission.
• Bold and italics represents Authority Magazine’s comments and questions.

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Greg from ChaChingQueen was recently interviewed by Karen Mangia of Authority Magazine. The below has been republished with permission. Bold and italics represents Authority Magazine’s comments and questions.

The Excellent Resignation & The Future Of Work: Greg Wilson On How Employers and Employees Are Reworking Work Together

The mix of remote work to in person. In the last 2 years so numerous employees worked remotely. Companies allowed that because they had to. As restrictions ease up what will the ratio look like? What companies will come out ahead because they learned how to keep remote workers happy, and to recruit globally?

When it comes to designing the future of work, one size fits none. Discovering success isn’t about a hybrid model or offering remote work options. Individuals and organizations are looking for more freedom. The freedom to choose the work model that makes the most sense. The freedom to choose their own values. And the freedom to pursue what matters most. We reached out to successful leaders and thought leaders across all industries to glean their insights and predictions about how to create a future that works.

As a part of our interview series called “How Employers and Employees are Reworking Work Together,” we had the pleasure to interview Greg Wilson, CFA.

Greg Wilson is a Chartered Financial Analyst. He recently retired from a 22 year career in Financial Services at age 42 to spend time with his wife and 3 kids 4 and under. He and his stay at home wife Erin run ChaChingQueen.com and ClothDiaperBasics.com.

Thank you for making time to visit with us about the topic of our time. Our readers would like to get to know you a bit better. Can you please tell us about one or two life experiences that most shaped who you are today.

I am a son of a father whose favorite child growing up was a business he started. I didn’t want that for my children. I wanted to be a more present father than I had. So at age 20 I developed a plan to retire in my 40s so I could spend time with my kids. My plan was a combination of owning rental houses and maxing out my 401k. I am 42 now with 3 kids aged 4 and under. My plan was to resign somewhere between age 45-50, but the COVID world accelerated my plan and I joined The Excellent Resignation.

Let’s zoom out. What do you predict will be the same about work, the workforce and the workplace 10-15 years from now? What do you predict will be different?

Things will normalize. Things always normalize. Numerous people want live human interaction. The government will also decrease incentives to not work. But the opportunity for employees to work when and how they want through mediums like Uber and Fiverr will only increase. COVID isn’t causing the Excellent Resignation. It is merely accelerating the adoption of remote technology and the acceptance that we do not all need to work 8a to 5p.

What advice would you offer to employers who want to future-proof their organizations?

We need to re-think the employer and employee social contract. The days of pensions are gone. Employees are more portable than ever. They no longer are constrained to local positions. Employees are no longer constrained to 40 hour work weeks. Employers need to reassess their labor model. They also need to be careful with messaging and tweaking the model too much.

Employees are people. They can quit. It has just taken a pandemic for employees to realize that. But that leads to opportunity for the employers who can meet the needs of employees’ desire for flexibility.

What do you predict will be the biggest gaps between what employers are willing to offer and what employees expect as we move forward? And what strategies would you offer about how to reconcile those gaps?

Hopefully the biggest gap isn’t solved by employers paying more. Not numerous employers can just pay more to make people happy. That will cripple the global economy if the larger firms just start paying more to retain talent. Instead employers need to understand the real issue. Employees are people. People like flexibility. In general people like their flexibility within some level of rules and guidance, as opposed to being left to come up with options. There are also numerous people being overworked and numerous others underperforming. Maybe it’s time to shift to pay for performance instead of pay for time. People want their time. Companies want performance. The best strategy may be switching to a low base salary plus pay for output. It’s better for employees, and its better for companies. But it’s hard for managers to figure out, because it puts the burden on them of understanding what is really needed vs filling 40 hours with work.

We simultaneously joined a global experiment together last year called “Working From Home.” How will this experience influence the future of work?

Working remotely has clearly accelerated people realizing they can have flexibility. It has also caused burnout. People are working more hours and producing more than they have in the past because they are handcuffed to their computer. For companies that work on Zoom it’s even worse. There are so numerous meetings now, and so much multitasking in the meetings. People are expected to be present in the meetings, still answer emails, and still produce. There isn’t enough time in the day. This is a problem that needs to be addressed as expectations of output are high. Skepticism that peers are working is also high.

Related, the meeting fatigue was one of the main contributors to me leaving my career in Financial Services and instead living off income from ChaChingQueen.com and rental houses. I just became worn out at how numerous meetings we had without getting anything done. I decided my time was better spent with my kids, and the high income wasn’t worth spending my life in meetings.

We’ve all read the headlines about how the pandemic reshaped the workforce. What societal changes do you foresee as necessary to support a future of work that works for everyone?

I was just talking to a friend about this on a run a few days ago. Numerous people resigning and numerous others working as freelancers is creating a true retirement funding problem. Are these people funding their retirements? How will social security be funded if so numerous fewer people are working? These are really big looming bubbles. Perhaps employers can incent employees back by offering incredible retirement packages. I struggle with how people will fund their retirements.

What is your greatest source of optimism about the future of work?

I am very excited that work should become more efficient now. So much time is wasted at 40 hour a week jobs. The work flow is frequently a roller coaster. So much downtime is wasted, and in that downtime employees are either working on things that don’t matter or surfing the web, handcuffed to the appearance of working. Now we should be able to evolve away from 40 hour a week jobs and instead into pay for doing what’s expected.

Our collective mental health and wellbeing are now considered collateral as we consider the future of work. What innovative strategies do you see employers offering to help improve and optimize their employ

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Originally published at chachingqueen.com.