The Great Resignation, a phenomenon that saw millions of workers leave their jobs in search of better opportunities and work-life balance in the aftermath of the COVID-19 pandemic, is just barely in the rear-view mirror for many employers. But, as we enter 2025, surveys are indicating that this is a trend that will continue or reemerge.
And, in fact, as Joseph Fuller and William Kerr point out in an article for Harvard Business, the pandemic was not really the impetus for the great resignation—it started before that. Even prior to the pandemic, from 2009 to 2019, the average monthly quit rate increased by 0.10 percentage points each year.
The factors that drove that increase pre-pandemic are still in play today, they say.
Factors Driving Quit Rates
The HBR authors call these factors “the Five Rs: We call these factors the Five Rs: retirement, relocation, reconsideration, reshuffling, and reluctance.” They say: “Workers are retiring in greater numbers but aren’t relocating in large numbers; they’re reconsidering their work-life balance and care roles; they’re making localized switches among industries, or reshuffling, rather than exiting the labor market entirely; and, because of pandemic-related fears, they’re demonstrating a reluctance to return to in-person jobs.”
A survey by Glassdoor reveals that nearly two-thirds of professionals feel stuck in their current roles, with 73% of tech workers expressing concerns about career stagnation. Despite this dissatisfaction, though, quit rates have declined from their peak during the original Great Resignation.
As the job market shows signs of improvement, though, pent-up frustrations could drive another exodus.
One area of frustration—rigid return-to-office (RTO) policies.
Impact of Return-to-Office Policies
The reintroduction of strict RTO policies is exacerbating employee dissatisfaction. Companies like Amazon have mandated a full-time return to the office, prompting concerns among employees who have adapted to the flexibility of remote work. This shift has led to increased stress and challenges in balancing personal responsibilities, particularly for those who have reorganized their lives around remote work.
While some companies have actually leveraged RTO polices in pursuit of voluntary attrition, there’s a risk of that attrition accelerating beyond the organization’s goals if the employment environment shifts.
Implications for Employers
Employers enforcing rigid RTO policies may face heightened turnover rates as employees seek positions that offer greater flexibility. The potential resurgence of the Great Resignation underscores the need for organizations to reassess their workplace strategies.
Offering flexible work arrangements, prioritizing employee well-being, and providing clear career advancement opportunities can enhance job satisfaction and retention.
By proactively addressing these areas, organizations can mitigate the risks associated with a potential new wave of resignations and create a more resilient and satisfied workforce.
Lin Grensing-Pophal is a Contributing Editor at HR Daily Advisor.
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