‘Great Resignation’ continues: why employees are quitting

The trend of resignations that began in 2022 with widespread quitting in the technology sector shows no signs of abating. 

A recent Adecco Group survey found that 27% of workers across 25 countries plan to leave their current jobs within the next 12 months, highlighting a continued shift in employee priorities.

"The Great Resignation" has been ongoing for more than two years, with China being the outlier, exhibiting a lower resignation rate (14%) compared with the global average of 27%. Australia (33%), Switzerland (32%), and Eastern European and MENA (Middle East and North Africa) countries (31%) have the highest resignation rates.

The survey revealed that work-life balance is the top priority for employees, with nearly 40% considering it crucial for job satisfaction. While high income remains important, it's not the sole determinant of job fulfilment. Companies must prioritise employee well-being and offer a supportive work environment.

          "Quitfluencer" Effect:

The survey also highlighted the "Quitfluencer" effect, where employees are influenced by colleagues and social media to reassess their own career paths. Some 70% of respondents reported that observing others leave their jobs prompted them to consider their own employment situation, with 50% ultimately deciding to quit within a year.

This trend is further supported by LinkedIn's Workforce Confidence Index, which found that Gen Z employees changed jobs 134% more frequently than in 2019, while Baby Boomers experienced a 4% decrease in job changes.

          "Revenge Quitting" and Toxic Work Environments:

Businessolver, a human-resource management company, found that 42% of all respondents and 52% of chief executives reported working in a toxic environment. This problem, characterised by burnout, unrealistic expectations, and lack of empathy, is driving employees to "revenge-quit" – leaving their jobs in a deliberate act of defiance.

"Many employees feel burned out and undervalued, leading to a sense of resentment and a desire to seek better opportunities," explained Edel Holliday-Quinn, a business psychologist. "Factors like forced hybrid work models and a lack of flexibility are further contributing to this trend."
 

          Younger Generation Demands More:

Gen Z employees in particular are less tolerant of outdated work cultures, rigid hierarchies, and a lack of career progression. They prioritise meaningful work, work-life balance, and a sense of purpose.

"Companies that fail to adapt to the evolving expectations of younger generations will struggle to attract and retain top talent," Holliday-Quinn said. "Investing in leadership training, fostering open communication, and prioritising employee well-being are crucial for creating a positive and productive work environment."

          Looking Ahead:

The new year is expected to be one of significant workforce shifts. Companies must prioritise employee satisfaction, address concerns about work-life balance, and foster a culture of empathy and respect to retain their most valuable assets.