The COVID-19 pandemic has spurred the phenomenon of the Great Resignation and it continues.
Many workers have continued to quit and change jobs and the pandemic has reportedly changed what employees care about and what they expect from their jobs, leading to a disconnect between management and workers.
GenZ and younger millennials continue to speak out about what they want their workplace to look and feel like – something no other generation has done.
“Many GenZ workers got their first job during the pandemic, so they expect flexibility and remote work to be the standard option. Also, they view jobs as ‘experiments’ that they can end if they no longer need them or feel connected to them,” said Dr. Ximena Hartsock, founder of BuildWithin.
The DC-based company identifies, trains and manages technology-related apprentices.
“And they’ve always faced a ‘buyer’s market’ in terms of jobs, which has led to a change in jobs that shouldn’t go away and puts pressure on employers to lead with a employee-centric, value-driven culture,” says Hartsock. “This new generation is putting much needed pressure on employers to make the workplace more empathetic. Perhaps the Great Resignation will transition into the Great Light.
Mark Pierce, CEO of Cloud Peak Law Group, said he thinks employees don’t feel valued or that their workplace puts them at a disadvantage. He said it is one of the main contributors to the Great Resignation.
“Whether employees are working in-person, fully remote, or hybrid, it’s important to make sure everyone feels welcome and valued in their role,” Pierce said. “It can be easier to focus on employees who work the way you, as a leader, do most often. If you’re in the office often, you’ll likely be in more contact with employees who frequently work in the office and vice versa if you’re working remotely.
He added that micromanagement becomes amplified when done remotely, making it even more inconvenient for employees than when working in the office where employers do it in person.
“Empowering employees shows that as a leader, you trust them to do their job without having to intervene,” Pierce said. “It also allows you to focus on the most important tasks at hand, rather than just monitoring employees.”
A Pew Research Center survey found that low pay, lack of opportunity for advancement, and feelings of disrespect at work are the top reasons Americans quit their jobs last year.
Released in March 2022, the survey also found that those who quit and are now employed elsewhere remain more likely to say their current job offers better pay, more opportunities for advancement and more balance and flexibility. between professional and private life.
“A few factors are driving the big quit, but one that stands out is that most workplaces are simply not doing all they could to support the health and well-being of their employees,” said Logan Mallory, vice president of Motivosity.
“That means providing mental health support and workplace options that promote overall health and wellbeing, like flexible work hours or the ability to work remotely,” Mallory said. “When employees see that their employers really care about them as individuals, they’ll be much happier, more engaged, and less likely to quit.”
Pavel Stepanov, CEO of Virtudesk, added that COVID-19 has confronted many workers with the question of what it means to have meaning in their lives.
Stepanov said Gen Z entered the workforce with a markedly different mindset and culture. Meanwhile, increases associated with the cost of living and home ownership have made housing more inaccessible for young people.
“So many factors are contributing to the Great Resignation. However, it is no longer just a brief trend. What appears to be lasting change is changing the culture and the economic environment,” Stepanov said.
“Furthermore, the culture of Gen Z has also proven to be very different from that of Gen X and Millennials, where they strive to attach more meaning to what they do and strive for. to have a strong impact on the world,” he said. “That, coupled with the difficulties of COVID over the past two years, has people demanding greater job satisfaction. People want to stand out, be different and make change where they are [but] many jobs were not designed to provide this sense of purpose.