What is The Great Resignation?
The Great Resignation refers to the massive wave of employee resignations that began during the COVID-19 pandemic and continued to rise as the situation eased and economies began to recover. This phenomenon is something organizations must closely monitor and prepare for, to avoid losing valuable and skilled employees.
What caused The Great Resignation?
The Great Resignation stems from the impact of the COVID-19 pandemic, which prompted many employees to reflect on what they truly want from their work and life. This period of introspection led to a shift in employee expectations — they began seeking better working conditions, flexibility, and a stronger sense of purpose.
Organizations that failed to adapt to these evolving needs saw higher resignation rates, especially as pandemic risks declined and economic conditions improved. A striking example of this occurred in the United States, where in April and July 2021 alone, a record of around 4 million people resigned each month.
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COVID-19 made employees want to work from anywhere
Prolonged work-from-home arrangements showed employees that they could work productively from anywhere while enjoying better work-life balance through flexibility. However, as the pandemic eased, many companies demanded employees return to the office — a decision that clashed with employees’ new expectations.
As a result, many began seeking jobs that offered flexible work models. According to Adecco’s Resetting Normal global survey of over 10,000 employees, 41% of workers said they would consider changing jobs if a new employer could offer greater flexibility.
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COVID-19 made employees prioritize well-being
During the pandemic, many workers felt their companies did not provide adequate protection or support to prevent infection — particularly in service industries where employees still had to commute and interact with people. This led to feelings of insecurity and dissatisfaction.
Employees also faced personal financial burdens, such as paying for masks, hand sanitizers, COVID tests, or vaccines out of pocket, and in some cases, losing wages during quarantine or illness. Others experienced financial strain due to pay cuts or longer working hours without additional compensation.
These challenges collectively worsened employees’ quality of life. When organizations failed to offer sufficient support or empathy, employees felt neglected — leading to disengagement and, eventually, resignation.
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COVID-19 caused employee burnout
During lockdowns, many office workers had to shift abruptly to full-time remote work. Some companies adopted strict monitoring policies — such as frequent check-ins or micromanagement — to ensure productivity, which created stress and frustration among employees.
Additionally, remote work often increased workloads and blurred work-life boundaries. According to Adecco’s survey, 63% of employees reported working overtime during this period, and 4 in 10 experienced burnout.
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COVID-19 raised concerns about career security
The uncertainty of the pandemic made employees more anxious about their career stability. Many began re-evaluating their employers:
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Do I have opportunities to learn and grow here?
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Is my company financially stable?
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Is there a future for me in this industry?
If the answers were unclear, employees lost confidence in their organization’s future and began looking for more secure alternatives elsewhere.
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In Summary
The Great Resignation is a large-scale resignation trend that first emerged in Western countries where the pandemic was under control and economies were rebounding. It serves as a wake-up call for organizations to take better care of their people to prevent a similar exodus of talent — especially high-performing employees who always have new opportunities awaiting them.
To address this, companies must focus on enhancing employee engagement and leading with empathy in their people management strategies. Doing so will help employees feel valued, supported, and confident about their future — even in uncertain times.