On data recently posted in the US JOb Openings and Labor Turnover report, we’ve made a record-breaking total of people leaving their jobs – a whopping 4 million Americans made that decision in September 2021. So that meant, goodbye to toxic work environments and low compensation for overworked hours, then on to the next opportunity.

So, what does this mean, for both the modern-day employee and corporate entities?

Are we really turning into a nation of quitters?

Or is this new step merely a new milestone to mark a change in our perspective towards work and labor?

1 in 4 Workers Quit their Job this Year

According to Visier’s latest report on this year’s voluntary departures, the volume of people quitting their old jobs in lieu of a new one remains unprecedented. While most assumed that the younger employees were most likely responsible for the phenomena, research shows that experienced, tenured, and mid-career professionals have walked out the door as well.

In September 2021 alone, the record of people who filed for voluntary departures reached 4.4 million. In October, we had another 4.2 million.

In total, 39 million Americans quit their job this year according to Market Watch.

So, objectively speaking, multiple factors are at play. 

For one, we have the demographic.

People who’ve decided to file their resignation letters are mostly single mothers who are swamped from the immense demands of work and life, older people deciding to retire early during the pandemic and those under the tourism industry who’ve decided to take a different career route.

Another major factor is the COVID-19 pandemic.

Survey shows that the states with the highest record of people quitting their job is correlated to the number of COVID cases in their area – which is generally higher-than-average. That said, the top 10 states experiencing the brunt of the quit rates according to the Bureau of Labor Statistics are New Hampshire, Louisiana, Oregon, Idaho, Indiana, Colorado, Alaska, Nevada, Montana, and Hawaii.

Then again, one main and crucial thought behind the phenomena of the masses quitting their jobs is that the systems at work that are in place just may not be fit to the needs of the times. 

This calls for change.

The Change We Want and Need

As seen on the Labor Statistics, some states with the highest quit rates also happened to have the lowest unemployment rates. These states include Idaho, Indiana and New Hampshire. This information shows that people aren’t just quitting for the sake of it; they are also in search of more lucrative career opportunities. What further shrinks the labor pool is the fact that some of those who decided to quit are already planning to start their own small business. This simply does not spell out as good news to our modern-day employers. So, how do we deal with this predicament?

On the bright side, Goldman Sachs analysts note that most of those who quit their jobs still consider their exit as temporary, so there is a strong possibility that the labor force will be replenished within the next year. That being said, it’s best that we view this occurrence as the catalyst we need to finally change our approach towards work.

People are finally realizing that this is not about corporate America. Their careers are about their lives. So, the Great Resignation is not about us giving up; it’s about not settling for less than we deserve.

Here are key approaches we can consider to reduce attrition in this case:

Defined Company Structure

One key way we can improve our work system is to incorporate transparency when defining responsibilities. Most employees who complained about being overworked involved being assigned tasks that are no longer part of their job, without being given the due compensation. With a more organized system of task delegation, this differentiates “helping your coworkers” from being guilt-tripped with obligation.

Empathy in the Workplace

At the root of all our transactions and interactions, there is the innate need to create a genuine connection. That said, if we truly want our ventures and businesses to be successful, we need to acknowledge the importance of empathy within our work environments – whether we’re already at the office, or still working at home. Given that empathy contributes to better relationships and better outcomes at the workplace, it is best that we start training managers and team leaders with this soft skill.

Start with the Basics

Lastly, one essential idea that should be in employers’ minds is that people apply for jobs, not just to pay the bills, but to attain a level of fulfillment – to some level. With that, it is important that the workplace should be a place where people are safe and sustained, even just with their basic needs. The life-threatening nature of COVID-19 made us realize that we shouldn’t disregard the most basic of our needs. And, with our survival at top priority, people need a job that can not only keep them alive, but also one that can improve the quality of their lives.

In Conclusion

Anthony Klotz, a professor at Texas A&M University who first used the term, “The Great Resignation” considered this as people re-evaluating what truly matters in their lives. Given the life-threatening nature of the COVID-19 pandemic, people sorted out their priorities, and being overworked, poorly compensated, and horribly stressed isn’t making the cut. It’s safe to say that this cultural shift is making an indelible impact on the corporate work environment, and our safest approach to this is to empathize and adapt.

In the words of Vicki Salem, Career Expert at Monster, “The Great Resignation is not just a trend or a moment in time; it’s a movement.”