The COVID-19 pandemic has had a significant impact on the job market in the UK, leading to what is commonly referred to as “The Great Resignation”. A survey of over 1,000 UK office workers conducted by print experts instantprint aimed to uncover the factors that attract and retain employees and what motivates them to seek new opportunities. So, let’s dive in and figure out exactly what are the main reasons for driving The Great Resignation.
Should I Stay or Should I Go Now
In the last three years, the majority of respondents had changed jobs multiple times, with 31.91% moving once, 32.11% moving twice, and 24.59% moving three times. This data shows that now, more than ever, employees are not hesitating to change jobs if they are not happy. It was found that younger employees, such as Gen Z and millennials were more likely to switch jobs frequently, while older employees, particularly those close to retirement, tended to stay in the same job.
Unveiling the Reasons Why
Unsurprisingly, being underpaid or dissatisfied with salary was the top reason for quitting or considering quitting a job, with a whopping 52.83% of women surveyed stating this as a concern. Poor sickness and maternity policies were also cited as top reasons for leaving. Some other factors that influenced employees’ decisions to quit included childcare support, location (related to expenses, moving house, and travel time), toxic workplace environments, and poor management.
When asked, over a third of respondents admitted that they considered working hours and flexibility as attractive features when considering a job change. The ability to work remotely or from home was also a priority and is something that since we relied upon in the COVID pandemic has become increasingly popular. It was also found that 25.61% of respondents would also move jobs to be able to work remotely/from home. The ability to better balancing of work and home life whilst also advancing careers is a dream combination for a significant number of people.
As well as this, salary and opportunities for career growth were also significant factors in attracting employees to new jobs. Training and learning opportunities, rewards and incentives, and commission/bonus schemes also played a role. This was something that was favoured more by the age range of 55+. This correlation could be assumed that this is due to money being more beneficial as the older generation prepares for retirement.
It was no surprise to find that us animal-loving Brits admitted that having a pet-friendly office was a consideration for some employees, with 16.26% stating that it would influence their decision to move jobs.
Social media, particularly platforms like TikTok, continually play a role in inspiring employees to quit their jobs. The ever-growing trend ’Quittok’ has gained quite a following, with more and more people jumping on the ‘live quitting’ bandwagon. The survey revealed that millennials were more likely to be influenced by social media when making career decisions.
Rise of Side Hustles
The data also showed that a significant number of respondents (45.33%) started their own businesses or side hustles during the pandemic, with many turning it into their full-time occupation. When the COVID pandemic came to a close, many people had succeeded in their own businesses so well that they didn’t need to go back to their full-time job and instead quit their 9-5, remaining their own boss.
The data showed that for those employees that quit their jobs, a considerable portion of them did so in unconventional ways, such as via text, email, call, or voicemail (46.95%), walking out and not returning (28.86%), or purposefully doing a bad job until the end of their notice period (27.85%). Interestingly, it seems to be millennials who are stepping away from the usual resignation process, with a significant number not working their notice period at all and just under 30% actually performing under standard expectations purposely until they could leave.
These findings highlight the shifting priorities and demands of employees in the UK job market. In this dynamic landscape, employers must take note of these factors and consider incorporating them into their recruitment strategies and company culture. Employers may want to display these benefits from the offset, for example, sharing their Glassdoor rating on a banner, offering attractive salary packages, and being flexible with work arrangements are all steps that can be taken to attract and retain top talent.
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