Workers expected their employers to make moves to help alleviate, or at least acknowledge, those concerns – and companies that failed to do so have suffered.
And we were all worried about those things.” “If you’re worried about your kids, about your health, financial insecurity and covering your bills, and all the things that come with being human, you’re less likely to be productive. The early days of the pandemic reminded us that people are not machines”, says Omens. In the wake of the pandemic, “the intensity has increased in terms of that expectation people are expecting more from companies. That’s measured by multiple metrics, she adds, including wages, benefits and security, opportunities for advancement, safety and commitment to equity. “Our data over the years has always shown that the thing people care about most is how companies treat their employees,” says Omens. This drove out already disgruntled workers who survived the layoffs, but could plainly see they were working in unsupportive environments.Īnd although workers have always cared about the environments in which they work, the pandemic added an entirely new dimension: an increased willingness to act, says Alison Omens, chief strategy officer of JUST Capital, the research firm that collected much of the data for the study. That’s because, as evidenced by a recent Stanford study, many of these companies with bad environments doubled-down on decisions that didn’t support workers, such as layoffs (while, conversely, companies that had good culture tended to treat employees well). Workers who, pre-pandemic, may already been teetering on the edge of quitting companies with existing poor company culture saw themselves pushed to a breaking point. Ultimately, workers stayed at companies that offered support, and darted from those that didn’t. The pandemic ripped that veil from my eyes.”įoremost, workers are taking decisions to leave based on how their employers treated them – or didn’t treat them – during the pandemic.
Still, Villareal continues, “it became so clear that this isn’t about my health, the health of the kids or the mental wellbeing of anybody. It was a tough choice, she says, because “there’s guilt as a teacher. Ultimately, Villareal decided she’d rather quit and start over in a totally new industry than remain in a job where she felt she was being under-valued and unheard. She felt her concerns weren’t being addressed, or even heard.
(In the US, private schools, governed by different rules, were able to return to in-person learning much sooner than public schools.) Villareal was uncomfortable about her safety, and saw her stress and workload spike when she was juggling both in-person and remote learners concurrently. That was the case for Villareal, who found herself back in the classroom after only a short closure. But for many, many others, the decision to leave came as a result of the way their employer treated them during the pandemic. For some workers, the pandemic precipitated a shift in priorities, encouraging them to pursue a ‘dream job’, or transition to being a stay-at-home parent. There are a number of reasons people are seeking a change, in what some economists have dubbed the ‘Great Resignation’. In the US alone, April saw more than four million people quit their jobs, according to a summary from the Department of Labor – the biggest spike on record.
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A Microsoft survey of more than 30,000 global workers showed that 41% of workers were considering quitting or changing professions this year, and a study from HR software company Personio of workers in the UK and Ireland showed 38% of those surveyed planned to quit in the next six months to a year. People like Villareal are leaving their jobs – or thinking about it – in droves. Now, just over a year later, she’s left teaching entirely, to work in industrial design at a large beauty company. When the pandemic began, Melissa Villareal was teaching history to middle schoolers at a private school in a wealthy California neighborhood.
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When you’re done with this article, check out our full list of the year’s top stories. As we head into 2022, Worklife is running our best, most insightful and most essential stories from 2021.
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