Organic resignations are on the rise

Job vacancies are at record levels across most industries in the UK, companies are looking to rebuild their teams, add new talent to their businesses, and boost their staffing levels to cope with the increase in workload. In addition to a peak in recruitment requirements, what we are also starting to see, however, is a rise in organic resignations.

Colliding with the rapid rise in job vacancies is the furlough scheme coming to an end. This may well inevitably impact employment numbers and lead to some job losses which adds another dimension to the problem.

But, what is also a clear and emerging picture week to week is that resignations are back – those who paused their plans to make that job move during the pandemic are now ready to leave their job and start afresh.

With so many factors at play, we take a deeper dive into who is likely to leave their jobs and look for that new opportunity and, more importantly, why is that happening now?

With our specialist area of construction and property in mind, we have been listening to how the market is slowly shifting, there are a few key areas of workers who could well be those who we see being a part of the widespread job movers.

Broadly, there are 3 areas where we’re seeing movement & increased resignations.

1) Management

As the dust settles on the last few years, the management in businesses are certainly feeling fatigue and burnout. The exhaustion of leading a business through such change and uncertainty has been tough for everyone. Leading teams through Zoom, Teams & technology has been a remarkable addition to how the world of work has been able to operate but it has also brought about stress, challenges, and frustration for Managers. With a sharp rise in job vacancies, leaders and managers are more open to considering new and fresh opportunities. Personal circumstances have changed and priorities have been realigned which is fuelling organic resignations in business leaders

2) The younger generation

Looking at those who are 1-3 years into their career and have been working in an unusual environment for the last 2 years. Companies have done so much to adapt and put in place plans but, for some, it hasn’t been enough. It’s been widely documented that during the pandemic it was much harder and often impossible to create recognisable office/team environments, supportive mentoring processes, and to be able to offer human interaction with more senior members of staff in order to develop skills through those critical first few years. All that being considered, it can produce a disillusioned workforce and a craving to feel engaged with their team in order to really push on with their career. Inevitably, this is playing a part in those people looking to make a job move to search out that support and accelerate their careers through into 2022.

3) Future leaders

What we have been hearing more and more from this group of workers is that they have taken on more responsibility for the pandemic, have enjoyed mentoring other team members, and have learnt valuable new skills. What is becoming clear is that those roles are not necessarily formally appointed and as more vacancies are being advertised, this group are seeing that their new skills are sought after and they can perhaps earn more money and gain the progression that they want by moving jobs.

While there is still some uncertainty in many areas of work there is, without doubt, a renewed confidence about hiring and changing jobs. Those who felt unhappy at work pre-pandemic are more likely to mobilise their job search now. Those who can see the buoyant jobs market and the high demand for their skills are actively looking to develop their career in a new job. While those who have made changes to their personal lives, feel fatigue from the events of the last 2 years, and are looking for a fresh and energising start are highly likely to make that job move soon.