80% of workers who quit in the ‘great resignation’ regret it, according to a new survey

The “Great Regret” is the latest workplace trend sweeping the country, and most professionals who quit their jobs last year wish they could start over, according to a new survey.

2022 was another record year for quitting smoking: 4.1 million workers left their jobs in December, bringing the grand total for the year to more than 50 million. Approximately 47 million he resigned the previous year, citing higher wages and better working conditions as incentives for his departure. Now, 8 out of 10 professionals who left their job regret your decisiona new Paychex study finds

Paychex surveyed 825 employees who quit during the “big quit” and 354 employers to analyze the impact of the wave of quits and measure employee job satisfaction.

They found that mental health, work-life balance, employment relationships and the chance of being rehired suffered as a result.

Gen Zers are the ones who fight the most

According to Paychex, Gen Z workers remember their old jobs the most. A whopping 89% of Gen Zers say they regret quitting and their mental health is in decline as a result.

“The ‘big quit’ has sparked a lot of regret from employees looking for new opportunities. Among those regrets, most likely employees are missing their coworkers,” Jeff Williams, vice president of solutions, told CNBC Make It. Paychex business and human resources. . “These friendships create a sense of community among employees, creating a positive company culture, another thing employees missed from their previous jobs.”

“Our research found that 9 in 10 people reported switching industries after quitting, and professionals who switched industries were 25% more likely than workers who stayed in the same industry to regret their choice. Members Gen Zers were most likely to miss working in the office, and Gen Xers were the most likely to miss the work-life balance of their previous jobs.”

Apparently, the job perks, benefits, and culture that got young workers to join the big resignation aren’t enough to keep them satisfied.

“Despite satisfaction with mental health and work-life balance influencing many resignations, only about half of our survey respondents said they are satisfied with their mental health (54%) and the work-life balance (43%) at their new workplace. Unfortunately, Gen Zers reported the lowest levels of positive mental health and work-life balance.”

No loyalty, no wiggle room

While most employers say they are willing to rehire job seekers, some are more hesitant and question employee loyalty. boomerang employees.

When asked if they would be willing to rehire employees who left during the big resignation, 27% of employees said yes and that they had already rehired at least one former employee. Forty-three percent said yes, but they have yet to rehire, and 30% said no.

“Anecdotally, we think more employers than ever are open-minded to the idea of boomerang employees coming back to business,” Williams explains. “Tight labor markets, specialized skills, time to performance, and knowledge of expected job quality are all cited as reasons by hiring managers. Those who are hesitant to rehire highlight loyalty, expected compensation, and the underlying suspicion of the employee’s motives.

“Many employers want to or have returned people to their jobs, and midsize companies are more likely to have already done so. But for others, workplace loyalty seems to prevent employers from welcoming them back. Employees who returning workers received a 7% raise, but 38% of employers were unwilling to offer new benefits to former employees Nearly a third of employers will not consider giving people their jobs back, and blue-collar employers have 17% more likely than blue-collar employers to feel this way.”

turning a new leaf

It’s natural to spend time easing the good old days, but Williams advises workers not to dwell too long on the past.

“Nostalgia is the enemy of growth. Be realistic and move on if your old employer won’t hire you again. Recognize your value, have confidence in who you are, and move on.”

As employees figure out how to move on, Williams suggests “starting with a fresh perspective on what you control.”

“For example, you control having a trusted friend review your resume. You control making connections on LinkedIn. You control going to networking events, taking an evening course to improve your skills, and giving yourself grace in your pursuit.”

Williams also says that workers should try to avoid job changes in the future to put “stability” back on their resume, and that even though things look bleak now, they won’t last forever.

“The great resignation changed not only the workplace, but also the mindset of those looking for better job opportunities. The good news is that there is hope for workers who have changed their minds about their decision to resign. Many employers They’re willing to rehire people — and improve their benefits, too.”

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