For the past several months, you have likely been hearing much about the Great Resignation. Last November, 4.5 million Americans quit their jobs—the highest number since the Bureau of Labor Statistics started tracking this metric. Another 4.2 million quit in October and 4.4 million in September, indicating the trend will continue for the foreseeable future.
A recent survey by Bankrate found that 55% of American workers expect to search for a new job over the next 12 months. This paints a picture of thousands of uninspired employees who have likely been waiting months, even years, to submit their resignation and start their search for new employment. Perhaps they just needed a sign, a seismic shift in the workforce to shake things up and let them know that better jobs await. Enter: COVID-19.
If there’s a silver lining to the events of the past 2 years, it’s that job dissatisfaction is not part of the “new norm.” Change can be scary, especially when it comes to leaving a job and starting a new one. But the world has experienced more change since the start of the pandemic than it has in decades, and suddenly, the worries of starting a new job pale in comparison to the worries surrounding viruses, variants, and vaccinations.
Because the Great Resignation shows no signs of slowing down, this means a record number of employees will be starting new jobs. However, just because the pandemic has given many the courage to jump doesn’t mean they will all land safely. Nearly one-third of jobseekers have left a job within the first 90 days. What is it that employees hope to gain by changing jobs, and what will be the result if they don’t find it? Let’s examine a few causes and outcomes of the Great Resignation for employees.
The Causes
There are a number of reasons employees have been giving for leaving their jobs during the Great Resignation. Some are seeking a higher salary or learning and growth opportunities, while others are suffering from burnout due to the stresses associated with COVID-19. However, a recent survey of 2,000 U.S. employees conducted by Explorance revealed that the reason many are now leaving their jobs is their desire to work for employers that are open to feedback and willing to act on it. Companies can no longer expect workers to be satisfied with just a paycheck. The pandemic has emboldened employees, and they are speaking with their actions. Employers that are not interested in hearing workers’ concerns and addressing them with positive change should soon expect their employees to join competitors that are more receptive.
The Outcomes
For employees who are part of the Great Resignation, there are several potential outcomes:
- Their new job is better than their last, and they are happy with the change.
- Their new job is not as good as their last, so they quit and return to their former employer.
- Their new job is not as good as their last, so they quit and continue their search while unemployed.
- Their new job is not as good as their last, but they stick it out while continuing their search.
- They retire or start their own business.
Those who are part of outcome one are in the best position possible, as their job change achieved its intended purpose. Those in outcome five are likely in a good position, as well. And those who are part of outcome two have also benefited. Though they are back where they started, they now know the grass isn’t always greener elsewhere, and even if they continue their job search, they’re armed with more knowledge than before.
As for those in outcomes three and four, here are a few tips for navigating the Great Resignation.
- There are instances when quitting a new job immediately is acceptable, but they are few and far between. Just as you invested time in your job search and (presumably) researching the role and employer, you should also invest time in the new job and company in order to determine if your dissatisfaction is warranted and will extend long term or if it’s just part of the uncomfortable transition process that every employee experiences when leaving the familiar for the unknown. In short, if there’s any chance of making it work, even for the short term, it will benefit your experience, tenure, and relationship with your new employer.
- Many employees suffer from job remorse, and feeling that your new role is not what you had hoped, or that you may have been better off where you started, can be frustrating. However, this can also serve as motivation. Things weren’t perfect at your last job; otherwise, you wouldn’t have left. But the fact that you didn’t hit your target on the first shot doesn’t mean you won’t find a job that is the right fit. It just may take a little longer than expected, and the job search must continue.
- Employees should make every effort to leave a job on good terms. In a worst-case scenario, you may decide to return to your last job or perhaps use your previous employer as a reference. Whatever the outcome, having a past employer as an advocate is always preferable to having it as an enemy.
Though it’s an obvious side effect of a pandemic, the Great Resignation is the next step in the evolution of worker empowerment: employees’ quest to own their careers and control their outcomes. While there have been signs of this for the past several years, the changes to the workforce caused by COVID-19 have prompted employees to make changes of their own.
For those interested in changing jobs, opportunities are plentiful, as thousands of resignations mean thousands of vacancies. But employees should plan their exodus carefully, as change doesn’t always yield improvement. A successful career path requires planning and preparation. Combining these with the number of opportunities created by the Great Resignation can provide employees with numerous paths to career success.
John Feldmann is a communications specialist with Insperity, a national provider of HR and business performance solutions. For more information about Insperity, visit www.insperity.com.
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