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Has the Big Quit become The Great Regret?

Jun 21, 2022

It seems we have a new trend on the heels of The Big Quit…

A January 2022 survey of 2500 millennials and Gen Z suggests that a large percentage of job seekers have experienced buyer’s remorse after making a change, because the role or the company was very different than they were led to believe. 

Job seekers are feeling surprised or misled and that is leading to more turnover.  And they don't waste much time - some will quit within a month, some will give a new job two to six months, which is costly to the employer (consider recruiting costs, onboarding costs and the impact on morale when there is a revolving door).

Some of this has been caused by the pandemic, as people were both working and interviewing remotely, so it was hard to get a realistic feel for the work, or the environment.  It has also been difficult to bond with their team.  People will stay in a so-so job if they like their boss or coworkers.  If they do not feel connected to the organization's mission, or have an opportunity for social connection, they start to rethink their decision.

Normally, we would recommend someone stay in a job for a year and line up something new before quitting; however, job seekers have more options than ever as some employers are desperate for talent, if not just a warm body.

And, with the pressure to fill roles, employers may not be so transparent about workload and culture -- and they may not be checking in on how experience matches expectations -- which is more important than ever. 

I was recently asked what employers can do to reduce even more turnover, as well as keeping their workforce from making a hasty decision.  Here are 5 ideas:

  1. Review job descriptions to make sure they reflect current reality.
  2. During the interview and onboarding process, have someone describe a typical day, realistically.
  3. Take time to ensure the opportunities for growth and development align with applicants’ career objectives.
  4. Make sure there is a feedback loop in place, especially for recent hires, but also for existing employees.
  5. Make sure employees have access to training resources

The importance of managers and leaders as the first line of defense against turnover cannot be overstated. Does your organization have the training and resources leaders need to be effective?   Does your organization have a process for onboarding new employees, helping them feel welcome and connected to others, as well as the company mission?

If you need help with this, I invite you to schedule some time for us to talk about your #1 organizational challenge and determine your next best step.



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