Who is Responsible for the Great Resignation Wave?

 In July 2021, 4 million Americans left their jobs their jobs, according to the US Bureau of Labor Statistics. With 10.9 million available positions at the end of July, resignation peaked in April and has stayed extremely high for several months. In the face of such a tidal great resignation wave, how can employers keep their employees?


Understanding these startling figures is the first step toward addressing their core causes. The reference of 9 million employee records shows that more than 4,000 firms determine who has been driving this recent movement.

This global dataset included employees from a variety of industries, functions, and levels of skill, it highlighted two major trends:

1. Employees in Their Mid-Career Have the Greatest Resigning Rates

Employees aged 30 and 45 have faced the biggest increase in resignation rates between 2020 and 2021 due to this pandemic(Covid 19), with an overall gain of more than 20%. The research shows that younger employees are more likely to leave. According to studies, resignations among professionals aged 20 to 25 years old have decreased over the last year. There are a few factors that could describe why the majority of the resignations have come from mid-level personnel. To begin with, the switch to remote work is likely to have led firms to conclude that hiring someone with less experience is riskier than usual, as new employees will not receive in-person training and mentoring.

2. The Tech and Healthcare Industries Had the Most Resignations

We also find significant differences in turnover rates among organizations in other industries. While resignations in some industries, such as manufacturing and banking, have decreased marginally, 3.6 percent more healthcare workers have left their employment than the previous year, and great resignations tech industry have grown by 4.5 percent.

Periklis Venakis, Epignosis' chief technology officer, adds, "Most firms appear to disregard the necessity of cultivating their existing staff." "Instead of actually investing in their own teams, they put a premium on recruiting new talent."

The qualified and experienced HR of Shield "Daphna Keinan MorHaim" also shares her views and gives suggestions about these pandemic work resignations. You can also check out her article at Shield.

Businesses, particularly HR directors, must devise strategies to halt the Great Resignation. It's hard to count our combined losses as individuals and organizations.

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