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The Great Resignation Survey Results

Information, Labor Market, Resource, Update

Over the last two years, a significant shift in priorities has created several ancillary problems for workers and employers. Many workers are not returning to the workplace for a variety of reasons, and in turn, many businesses have had to reevaluate their workforce needs. As people wrestle with returning to work, employers struggle with meeting everyday business demands.

In a way, 2021 became the Year of the Employee, giving job seekers and active workers the upper hand in negotiating salaries and perks that best meet their needs.

Rather than making assumptions about why over 50,000 job openings are available in Guilford County, we chose to ask the community directly. We sought to understand people’s unique motivations and concerns in returning to the workforce. So, from February 15 through March 31, GuilfordWorks conducted the Great Resignation survey.

Great Resignation Survey

 

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Work Status

The survey showed that 29.1% are currently unemployed, but 68.8% of respondents are currently seeking a career change. Respondents had an opportunity within the survey to elaborate on further hesitations or challenges they face in returning to work. These answers produced the most revealing results. Respondents could choose from a variety of responses, including COVID concerns, childcare or caregiver issues, and being under- or overqualified. But the vast majority of responses centered around two contributing factors.

Contributing Factors

The most common response was that employers generally offer little to no work/life balance. Survey findings show that 52% of respondents find poor flexibility or work/life balance contributing to returning to the workforce.

Another common concern was that available positions do not provide a livable wage or few benefits. Inflation continues to affect every part of daily life, from gas prices to the housing market, and job seekers seek work that offers a livable wage in a fluctuating economy. Survey findings show that 53% of respondents consider insufficient compensation and benefits a contributing factor in not returning to work. Many respondents expressed concerns about employers hiring for part-time positions but needing the benefits and proper hours full-time work provides to live comfortably.

Despite many employers increasing wages and incentives, such as offering sign-on bonuses to entice applicants, many of those incentives have not kept pace with inflation. With a current 7%+ inflation rate, those wage enticements still fall short.

“With inflation heavily impacting cars and houses/rent, pay needs to be raised so people can afford these things without having to work overtime.”

Some mentioned the necessity of taking on gig work to battle inflation and survive during the pandemic shutdown.

“After losing my job of 18+ years during the pandemic, I simply can’t find a comparable position. I am currently delivering for Door Dash just to make ends meet until I find a job!”

The need for flexibility was a common theme in the written responses. Many respondents have felt over-worked and under-appreciated in the workplace, and in considering a career change, look for opportunities that offer more flexibility and remote work options.

Worker Mindset

We left open-ended questions at the end of the survey, where respondents could further explain the challenges or hesitations in returning to the workforce.

While employers today are less likely to be concerned with an experience gap, respondents mention feeling overlooked due to their lack of experience. Many job seekers find that many positions require a higher education degree plus several years of experience. Some respondents felt that employers do not offer training programs to upskill employees and accommodate a lower education or experience level.

“I have a master’s, but employers want all these ‘skills’ and are less likely to offer on-the-job training or to allow you to ‘acquire’ those skills.”

There were also numerous comments regarding disabilities and people’s ability to return to the workplace. Many cannot find work that accommodates their disabilities or provides flexibility to care for themselves or someone else.

“Worked in healthcare, got severe covid pneumonia, hospitalized most of the summer, diagnosed with long covid. Not able to work full time nor in a hospital.”

Some responses also described being dependent on social programs, expressing that going back to work will alter their eligibility for these benefits.=

“I get SNAP and other benefits that will be cut off if I go to work.”

Others shared concerns surrounding ageism in hiring practices in today’s workforce. Older workers, some of whom lost their jobs during the pandemic, still struggle to find work that isn’t too physically demanding or unsafe; some decided to retire early. Many made this decision due to experiencing age discrimination in the workplace and being unable to find age-appropriate work. Overall, some feel as if they are overlooked due to their age, assuming employers prefer younger workers to fill open positions.

“For older workers 60+, companies simply don’t seem interested in hiring us. Lots of experience, even management experience, but no jobs or no offers for employment.”

The pandemic gave many a valuable opportunity to start a business from home or transition into the gig industry. Some respondents mention looking for work outside a corporate structure, seeking the flexibility and control of entrepreneurship.

“I started a business with my husband last year. We are working towards becoming self-sufficient, so we don’t have to depend on a company that doesn’t necessarily have our best interests front of mind.“

Flexibility was a common theme in the responses. Many respondents feel over-worked and under-appreciated in the workplace, and in considering a career change, look for opportunities that offer flexibility.

“Companies need to do a better job of hybrid and work-from-home schedules. People want good work-life balance, want to avoid commutes, and be trusted.”

Another frustration communicated by those currently seeking work is the slow hiring process. Many job seekers feel that they cannot maintain consistent communication with employers during the process. They also expressed frustration with being unable to elaborate on their experience and skills in-depth. And several said that they often don’t hear from employers after applying.

“I am struggling to get a phone interview and am a highly qualified, diverse candidate. I’m worried I may have to relocate to find work.”

Some respondents seemed to question the sincerity of the labor shortage.

“I see plenty of jobs available; I’ve applied they do not reply or call. Many require degrees and experience but yet are “urgently hiring” They need all this experience, then TRAIN PEOPLE.”

Other themes we uncovered prohibiting people from going back to work are:

  • a lack of access to reliable transportation
  • vaccination requirements
  • childcare or caregiver needs
  • feeling unappreciated and overworked as employees

In all, it’s clear that today’s workforce is experiencing a paradigm shift. In analyzing these results, it’s essential to turn these findings into actions. For instance, job seekers can connect with employers — in various industries and occupations — looking for their precise skillset through the NCWorks Career Centers in Greensboro and High Point. But, if you decide that you need to hone that skill set by furthering your education, our staff can get you started immediately. Employers, there may be a way to implement more flexibility or benefits into your operations. And GuilfordWorks can help you set up apprenticeship or training programs to foster the growth of your employees. Let us know how we can help.

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