The (Not So) Great Resignation
Movement in the job market, such as new jobs posted and voluntary turnover, can indicate increased confidence in the economy. During the height of the pandemic, both employees and employers were focused on stability to ensure lifestyle or survival and managing through the uncertainty. Organizations now looking to manage retention need to provide an employee experience driven by culture and purpose.
Salary and compensation were identified by 57% of respondents as the reasons employees resigned. Professional development and opportunity for innovative work are also in the top three reasons for resignation, which indicates that when employees feel stagnant in their roles, they will look elsewhere for opportunities.
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