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Great Resignation: when employees leave their jobs

The world of work is changing

“The Great Resignation” (or “The Big Quit” in English) is a phenomenon straight from the United States. As explained by Claude Calmon, founder of Calmon Partners, a recruitment firm specializing in finance, this trend is born after the first peak of the Covid crisis in 2020and in particular during the numerous confinements, during which several sectors of activity were at a standstill. »

If the phenomenon arrives a little later with us, France is not left out. Indeed, the latest figures from Dares bear witness to this. In July 2021, the resignation rate among French employees on permanent contracts is almost 20% higher than the figure for 2019 (pre-Covid). The same is true for employees on fixed-term contracts, many of whom at this time requested an early termination (+25% compared to 2019). These results are all the more surprising as they are unprecedented in France, where the resignation rate has been on the decline for several years. However, such figures can be explained by the implementation of various retraining aids and in particular the resignation system, which allows employees who have left their jobs to benefit from unemployment benefits insofar as they plan to change jobs. profession or to embark on an entrepreneurship.

If the economy has recovered somewhat since the beginning of 2022, these changes are the source of lasting consequences. “ Many companies struggling to recruit “, explains Claude Calmon, “ this creates a large air pocket within certain sectors. » A phenomenon that is all the more true with regard to the most precarious occupations, which often require significant physical effort, for less pay. Thus, areas such as catering, hotels, or even personal services, lack candidates and struggle to meet the demands and needs of their customers.

French employees in search of better

Several reasons explain the “Great Resignation”. It is no coincidence that this trend first emerged during the health crisis. Confinements and measures allowing teleworking have given employees the opportunity to approach work from a new angle. ” With the containment, employees have realized that they could work remotely and therefore no longer wanted to endure the daily commute and the vagaries of office life. »

In addition, the challenges of health, but also ecological, political and economic which have grown in recent years, have accentuated the desire of employees to find meaning in their work.

If previously employees attached importance to criteria such as salary or the prestige of the company, many now take into account new elements when looking for a job. Well-being, personal fulfillment or even respect for certain ideals now come into play.

Changes that benefit certain sectors

If some sectors have been harmed since the start of the health crisis, we observe the opposite situation in others, for which we have rather a full employment status. “We observed a huge digital boom, in particular due to the increasing digitization of many activities. Many companies have been created in the sector in the last two years. These have raised funds and are often looking for candidates. This is a field of activity in which there are many recruitments. »

The Covid has also made it possible to highlight certain sectors. This is particularly the case of remote services (e-commerce platforms, videoconference medical consultations, online professional training, etc.). These have been particularly popular with customers in recent years, which has allowed some companies to experience real economic development.

Employees and work: an evolving relationship

This period of change is also reflected in a change in relationship to work. As Claude Calmon says, “ If before, going to work meant getting up in the morning, spending several hours on public transport and working in an office all day, this is no longer really the case. »

Indeed, when looking for a job, employees are now attentive to organization of working time. More than ever, it is necessary that the position occupied adapts to the lifestyle of the worker and not the reverse. Many people want to have a hybrid schedule, which allows them to combine telework with time spent in the office. Some are even looking for a position allowing them to work remotely all year round.

These changes within the world of work also contribute to changing relations between employees, but also relations with their manager. Often, interactions have become more informal, a shift also caused by changes in the workspace, which has necessarily been redesigned to adapt to the new expectations of employees. “We have seen the emergence of coworking places, halfway between office and home. »

In addition, less time spent in the workplace requires to be all the more efficient. In effect, ” when you are in the office only one or two days a week, it is necessary to be productive with regard to meetings between colleagues or with your manager. »

Since the beginning of the health crisis, the phenomenon of “Great Resignation” has made it possible to rethink the way of approaching work. ” The relationship to working time and time spent in the office has changed, and will most likely continue to evolve. »

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