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TOP 10 REASONS WHY EMPLOYEES
ARE QUITTING AT RECORD LEVELS
BY: STAN PHELPS, CSP
#the1299
Photo Credits: Pixabay and StoryBlocks
WHYTHE
GREAT
RESIGNATION?
Nearly 3% of the workforce quit their jobs
in October. That's over 4 million
resignation letters. And it is just shy of the
record set the month before.
Why? Let’s look at 10 contributing factors…
RECORD
QUITTING
HORRIBLE
BOSSES
1
70 percent of workers who
voluntarily resign don't quit their
job... they quit their boss.
“People don't leave jobs, they
leave bad managers and bad
cultures. The pandemic has shown
many of us what truly matters, and
what truly matters is PEOPLE.
Employees want to feel valued and
appreciated. They want to feel like
they belong. And it's time for
workplace leaders to step up.”
- Johnny C. Taylor Jr. CEO SHRM
LACKOF
FREEDOM
2
Many workers have been
remote over the last two
years. They've gotten used
t o w o r k - f r o m - h o m e .
Namely less stress and
greater flexibility. Now
many are being mandated
to go back to the office
either part or full-time.
Many are not "having it" as
the Brits would say.
FRIENDS
3
According to  Gallup, “Those
who [have a best friend at
work] are  seven times  as
likely to be engaged in their
jobs, are better at engaging
customers, produce higher
quality work, and have
higher well-being.”
I dare to say they'd be less
likely to quit as well. The key
is [at work]. I think the
pandemic has weakened
those relationships. Less
engagement translates to
more apt to quit.
PEERPRESSURE
4
You can't discount the "knock-on"
effect of job-hopping. All of a
s u d d e n y o u s t a r t s e e i n g
coworkers or friends quitting in
droves. You begin to question it
yourself.
“Job openings and quits have
remained elevated in recent
months, showing both that jobs
are plentiful and also that people
have the confidence to quit their
jobs, knowing they will be able to
find new ones.”
- Peterson Institute for International Economics
GENERATIONAL
5
Millennials and GenZ are
now the vast majority of
workers. They don't see work
the same way as previous
generations. Nor are they
defined by it. Job hopping
isn't a black mark any longer.
MONEY
6
“At the most fundamental
level, money is what
people expect from their
w o r k . M o n e y i s t h e
conduit that allows people
t o l i v e t h e i r l i v e s .
Companies and industries
that are offering above-
m a r ke t r a t e s a r e n ' t
experiencing the "great
resignation" to the same
degree as industries like
hospitality and retail, and
it's no mystery why.”
- Ray DuBeau Jr.
“Be careful.
People who care
primarily about
money… can
easily be bought.”
START-UP
BOOM
7
Americans filed paperwork
t o s t a r t 4 . 3 m i l l i o n
businesses last year,
according to data from the
Census Bureau, a 24
percent increase from the
year before and by far the
most in the decade and a
half that the government
has kept track.
Applications are on a pace
to be even higher this year.
“During the pandemic, MLMs, from
individual sellers to corporate
offices,  have figured out how to
make the most of the moment.
They’ve used it as an opportunity
to  recruit more sellers, taking
advantage of economic insecurity
and people’s desires to work from
home. People don’t need to sell
“belly to belly” — meaning in
person — anymore; they can just do
it through hours of talking to
faceless acquaintances and
strangers on Facebook Live and
Instagram.”
- VOX.com
CHILDCARE
8
“In  an Indeed survey this
summer, one-third of those
looking for a job said they
wouldn’t want to start in
the next month, and a
significant share said they
were waiting for schools
to open. Among those
who were unemployed but
not urgently looking,
nearly one-fifth said care
responsibilities were the
reason.” - The New York Times
UPSKILLING
9
“A lot of people took
advantage of the opportunity
to increase market value and
marketability by ‘upskilling.’
During the pandemic, a lot of
people enrolled in on-line
classes, on-line training and
other skill building activities.
The one's who did are now
w o r t h m o r e t o t h e
marketplace and are leaving
current jobs for the jobs they
qualified themselves to get.”
- Lon Graham
“I think that this pause gave
us the perfect nudge to get
ourselves educated and
make a change. I know I was
one of them. I knew that I
needed to get into another
field that I could do remotely
fast. It turned out to be IT. I
wouldn't call it quitting. I
would call this a migration.”
- Ambur Fork
PURPOSE
10
“Finding purpose and
meaning in your work is
another one. If an employee
doesn’t feel like they’re
making a difference or if the
w o r k t h e y a r e d o i n g
actually matters, that’s a big
deal breaker right there.
P e o p l e w a n t t o f e e l
connected and important to
the work they’re doing.”
- Margarita A. Andryushchenko
THREEREASONSTHATAREN’TVALID
VACCINE
MANDATES
GIG
WORK
SOCIAL
HANDOUTS
5% of unvaccinated adults say
they would quit over vaccine
mandates. Wrong. Research
shows that very few actually
follow-through on the threat.
People are quitting to get
s o c i a l h a n d o u t s l i k e
unemployment. Wrong. The
current unemployment rate
is now at a 52 year low.
People are leaving their jobs
to do gig work. Wrong. The
amount of people doing gig
jobs has fell from 16% to 9%
during the pandemic.
OTHER
FACTORS?
What other factors are contributing to
quitting? Please share in the comments.
LAST WORD:
Friend and fellow speaker Jeff Nischwitz
doesn’t like to call this “The Great
Resignation.” He thinks we should call
it…


“The Great Reassessment.”
Jeff uses the metaphor of a snowglobe.
The magic only happens when you
shake it up. Smart companies will
leverage this time as an opportunity to
drive engagement and reinforce culture.
ABOUTTHEAUTHOR
STAN PHELPS, CSP
Stan Phelps is a masterful storyteller who quickly
connects with audiences. Over the last 10 years,
Stan has delivered keynotes and workshops for
Fortune 100 brands including IBM, Target, UPS,
Citi and more.
He is a Forbes Contributor, TEDx Speaker, IBM
Futurist, and author of the 10-color Goldfish Book
Series that includes “Green Goldfish 2.0 - 15
Ways to Drive Employee Engagement and
Reinforce Culture.”
Stan makes it his mission to exceed expectations
and inspire audiences in ways they just can’t help
but talk about — and won’t soon forget.
StanPhelpsSpeaks.com

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The Great Resignation - The Top 10 Reason Employees Are Quitting

  • 1. TOP 10 REASONS WHY EMPLOYEES ARE QUITTING AT RECORD LEVELS BY: STAN PHELPS, CSP #the1299 Photo Credits: Pixabay and StoryBlocks WHYTHE GREAT RESIGNATION?
  • 2. Nearly 3% of the workforce quit their jobs in October. That's over 4 million resignation letters. And it is just shy of the record set the month before. Why? Let’s look at 10 contributing factors… RECORD QUITTING
  • 3. HORRIBLE BOSSES 1 70 percent of workers who voluntarily resign don't quit their job... they quit their boss. “People don't leave jobs, they leave bad managers and bad cultures. The pandemic has shown many of us what truly matters, and what truly matters is PEOPLE. Employees want to feel valued and appreciated. They want to feel like they belong. And it's time for workplace leaders to step up.” - Johnny C. Taylor Jr. CEO SHRM
  • 4. LACKOF FREEDOM 2 Many workers have been remote over the last two years. They've gotten used t o w o r k - f r o m - h o m e . Namely less stress and greater flexibility. Now many are being mandated to go back to the office either part or full-time. Many are not "having it" as the Brits would say.
  • 5. FRIENDS 3 According to  Gallup, “Those who [have a best friend at work] are  seven times  as likely to be engaged in their jobs, are better at engaging customers, produce higher quality work, and have higher well-being.” I dare to say they'd be less likely to quit as well. The key is [at work]. I think the pandemic has weakened those relationships. Less engagement translates to more apt to quit.
  • 6. PEERPRESSURE 4 You can't discount the "knock-on" effect of job-hopping. All of a s u d d e n y o u s t a r t s e e i n g coworkers or friends quitting in droves. You begin to question it yourself. “Job openings and quits have remained elevated in recent months, showing both that jobs are plentiful and also that people have the confidence to quit their jobs, knowing they will be able to find new ones.” - Peterson Institute for International Economics
  • 7. GENERATIONAL 5 Millennials and GenZ are now the vast majority of workers. They don't see work the same way as previous generations. Nor are they defined by it. Job hopping isn't a black mark any longer.
  • 8. MONEY 6 “At the most fundamental level, money is what people expect from their w o r k . M o n e y i s t h e conduit that allows people t o l i v e t h e i r l i v e s . Companies and industries that are offering above- m a r ke t r a t e s a r e n ' t experiencing the "great resignation" to the same degree as industries like hospitality and retail, and it's no mystery why.” - Ray DuBeau Jr. “Be careful. People who care primarily about money… can easily be bought.”
  • 9. START-UP BOOM 7 Americans filed paperwork t o s t a r t 4 . 3 m i l l i o n businesses last year, according to data from the Census Bureau, a 24 percent increase from the year before and by far the most in the decade and a half that the government has kept track. Applications are on a pace to be even higher this year. “During the pandemic, MLMs, from individual sellers to corporate offices,  have figured out how to make the most of the moment. They’ve used it as an opportunity to  recruit more sellers, taking advantage of economic insecurity and people’s desires to work from home. People don’t need to sell “belly to belly” — meaning in person — anymore; they can just do it through hours of talking to faceless acquaintances and strangers on Facebook Live and Instagram.” - VOX.com
  • 10. CHILDCARE 8 “In  an Indeed survey this summer, one-third of those looking for a job said they wouldn’t want to start in the next month, and a significant share said they were waiting for schools to open. Among those who were unemployed but not urgently looking, nearly one-fifth said care responsibilities were the reason.” - The New York Times
  • 11. UPSKILLING 9 “A lot of people took advantage of the opportunity to increase market value and marketability by ‘upskilling.’ During the pandemic, a lot of people enrolled in on-line classes, on-line training and other skill building activities. The one's who did are now w o r t h m o r e t o t h e marketplace and are leaving current jobs for the jobs they qualified themselves to get.” - Lon Graham “I think that this pause gave us the perfect nudge to get ourselves educated and make a change. I know I was one of them. I knew that I needed to get into another field that I could do remotely fast. It turned out to be IT. I wouldn't call it quitting. I would call this a migration.” - Ambur Fork
  • 12. PURPOSE 10 “Finding purpose and meaning in your work is another one. If an employee doesn’t feel like they’re making a difference or if the w o r k t h e y a r e d o i n g actually matters, that’s a big deal breaker right there. P e o p l e w a n t t o f e e l connected and important to the work they’re doing.” - Margarita A. Andryushchenko
  • 13. THREEREASONSTHATAREN’TVALID VACCINE MANDATES GIG WORK SOCIAL HANDOUTS 5% of unvaccinated adults say they would quit over vaccine mandates. Wrong. Research shows that very few actually follow-through on the threat. People are quitting to get s o c i a l h a n d o u t s l i k e unemployment. Wrong. The current unemployment rate is now at a 52 year low. People are leaving their jobs to do gig work. Wrong. The amount of people doing gig jobs has fell from 16% to 9% during the pandemic.
  • 14. OTHER FACTORS? What other factors are contributing to quitting? Please share in the comments. LAST WORD: Friend and fellow speaker Jeff Nischwitz doesn’t like to call this “The Great Resignation.” He thinks we should call it… 
 “The Great Reassessment.” Jeff uses the metaphor of a snowglobe. The magic only happens when you shake it up. Smart companies will leverage this time as an opportunity to drive engagement and reinforce culture.
  • 15. ABOUTTHEAUTHOR STAN PHELPS, CSP Stan Phelps is a masterful storyteller who quickly connects with audiences. Over the last 10 years, Stan has delivered keynotes and workshops for Fortune 100 brands including IBM, Target, UPS, Citi and more. He is a Forbes Contributor, TEDx Speaker, IBM Futurist, and author of the 10-color Goldfish Book Series that includes “Green Goldfish 2.0 - 15 Ways to Drive Employee Engagement and Reinforce Culture.” Stan makes it his mission to exceed expectations and inspire audiences in ways they just can’t help but talk about — and won’t soon forget. StanPhelpsSpeaks.com