MonAmI | Employee Retention Platform

Why are people quitting their jobs in 2022?

Why are people quitting their jobs

In December 2021 4.3 million people quit their jobs in the US. A general overview of reasons for why are people quitting their jobs:

  1. Overworking employees
  2. Emotional detachment towards work 
  3. Employees not being a priority for organizations
  4. Arrested career growth and learning.

Let’s take an industry specific deep dive into the reasons why are people quitting their jobs!

Professional And Business Services (60.5 %)

This sector covers a varied range of areas like: IT, Accounting, Lawyer’s Office, Management Consultation services, Veterinary services, Architectural services, Waste Management services, security services, etc. The demand and wages for blue collar jobs in this labor market has been set to swell post pandemic-detention. Yet these jobs are observing employees unwilling to come back in full capacity on account of their jobs involving face-to-face contact with customers/clients.

survey by the National Federation of Independent Business explains  the condition of manual-worker shortage in this sector.  44% of companies currently have openings for skilled workers and 66% of construction companies reported not having enough skilled or qualified workers to hire.

Meanwhile, white collar workers from this sector are more inclined on driving their employment conditions themselves since they are getting more and better opportunities working remotely, on their own terms. The main needs for these employees to keep working in an organization are more than just monetary benefits. They want to work in a humane working condition where they’re valued, they and their personal lives are not at the bottom-priorities, they can work remotely with flexible work-hours harmonizing their personal and professional lives and families.

Healthcare And Social Assistance (45.2 %)

This sector comprising frontline workers took the direct brunt of the pandemic concerning its participation repairing the  pandemic blow on people – and they did it overworked, understaffed, under-equipped. Healthcare and social assistance workers quitting increased to 35 percent higher in comparison to pre-pandemic levels. Nursing facilities have experienced a 15.0 percent drop in employment since February 2020 and community elder care facilities faced a 11.1 decrease in November 2021. Their reason for quitting is urged by factors like, low-wage jobs without opportunities for career growth, rising costs of child care, increasing responsibility and grueling work conditions amid Covid-19 surges, and fatigue from the pandemic. Healthcare workers are even hopping careers owing to the pressure.

Trade, Transportation & Utilities (69.2%)

This sector is made up of blue collar workers requiring close contact with their clients and customers to do business. Therefore like retail, healthcare and leisure & hospitality management their reluctance in coming back lies in the same basis. They want safety assurance, fair compensation and a less stressful arrangement to work in.

Retail Trade (69.7 %)

Retail workers cited the reason for their voluntary separation from their organizations to be low pay, poor working conditions, want of scheduling flexibility, and pandemic-induced burnout. On top of these are also the strain caused by the increased influx of shoppers during holiday season and many Americans still refusing to get vaccinated which in turn put the health of the retail employees in jeopardy.

Leisure And Hospitality (49.4%)

This industry runs on catering to people for their break, relaxation and rejuvenation. Their jobs require close contact with customers which is heightening health concerns for the workers. Supplemental unemployment benefits  is another reason for their hesitation to get back in the saddle. They are migrating to better paying prospects. They need health assurance, to be compensated satisfactorily and their wellbeing taken care of as well.

Government (25.2 %)

The government sector employees too are quitting their jobs owing to burnout and stress  during the pandemic. Other than that the mid-to-upper management employees who are newly eligible for retirement are already retiring  because of pandemic  exhaustion and their desire to spend more time with family. The disparity in need for physical proximity among the job types is another critical reason for turnover in this sector. Like some jobs can be done by remotely operating while others require to be in close contact with people.

Government (25.2 %)

The government sector employees too are quitting their jobs owing to burnout and stress  during the pandemic. Other than that the mid-to-upper management who are newly eligible for retirement are already retiring  because of pandemic  exhaustion and their desire to spend more time with family. The disparity in need for physical proximity among the job types is another critical reason for turnover in this sector. Like some jobs can be done by remotely operating while others require to be in close contact with people.

Real Estate and Rental & Leasing (129.3 %)

In property management, HR. staffing and recruitment have always been very important factors, which now are facing serious impediment due to the pandemic. According to this Appfolio survey, in a company of 20,000 plus units, 54% respondent listed HR recruiting and staffing as their major challenge and 74% listed it as one of their top three challenges.

Real Estate and Rental & Leasing (129.3 %)

In property management, HR. staffing and recruitment have always been very important factors, which now are facing serious impediment due to the pandemic. According to this Appfolio survey, in a company of 20,000 plus units, 54% respondent listed HR recruiting and staffing as their major challenge and 74% listed it as one of their top three challenges.

Work-life balance, higher pay and better benefits, are the prime reasons for the workers to jump jobs. And since it’s an employee’s market now more than ever, they’re trading their current jobs for ones with better-benefits packages, better pay, more flexibility and a better work life balance.

Takeaways For Organizations

Employees are no more just organization’s ancillaries for  accomplishing goals. They are now at the helm of navigating their career as per their own guidelines. Therefore, organizations have to be seriously concerned about how employees feel, their complete well-being , understand issues, concerns & take proactive actions rather than taking them for profit-making machines that can be managed just by monetary conciliation.

Organizations need to understand that fair compensation is a better practice than more compensation. Bonuses are certainly important, but what conveys the care and compassion of the organization to the employees, inspiring them to be in the organization for the long haul, is manifesting it in the form of healthy company culture, appreciation, transparency, empathetic conversations, earnest efforts to find out their difficulties and help them through it.

And HR professionals, as organization’s proxy, should be trained accordingly to manage the employees with empathy and expertise while also taking care of themselves.

“Employee well-being is not just a priority; it’s a way of life”

– Charles Joseph Walter, Senior GM Human Resources, Hyundai Motor India (HMIL)

In an interview with People Matters, Hyundai’s Senior GM Human Resource, Charles Joseph Walter sheds light on the design and practice of employee well-being way at Hyundai making people the core of business:

  • Establishing an innovative corporate culture and improving employee safety.
  • Supporting focused and sustained engagement, lingering workplace experiences, accelerated elevations and exposures targeting high-performing individuals, planned job rotations to develop multi-skilling and future leaders, exposure to new learnings and technology to stay ahead, a reward/recognition system that reflects outcome and impact at work.
  • Upgrading Policies and practices covering health, insurance and medical assistance. And most importantly building resilience, sustain compassion and stay on the course of the purpose to strike a balance between leadership empathy, reflective policies and practices, and a reimagined workplace (ease-of-work being realized). Everything to equip employees with a stress-free, productive and healthy work environment.
  • Keep discovering new and effective ways of  wellbeing of the employees and their families. 
  • Managing hybrid workforce by enabling a space and relationship of unremitting connectivity, commitment, ace service quality, with self-ownership and internalizing this practice, procedure and pattern. 
  • Leveraging technology with APP-ifiction to enrich employee experience

Wise and perceptive  employers are leaving no stone unturned to keep employee-welfare their top priority since that’s the only way to challenge and defeat this tenacious times of “The Great Resignation”.

Read here how these US retailers are keeping their employee-experience top-rated.

We understand the urgency and want to assist you in this endeavor of redesigning the whole human resource management and office-work concept with our advanced intelligence technology with emotional wrapping so you can retain your existing human-capital while also attracting top talent.

How our empathetic AI drives employee empowerment

  • Invests proactively into finding out what employees need and giving them that before they reach out
  • Chats as a friend with your employees daily 24/7
  • Gathers every pulse of your employees 
  • Helps them in distress, cheers them up in their bad mood, helps them make something  productive off of their good mood
  • Helps them upskill, or dig out the hidden talents in them
  • Surveys their reasons of complaints and compiles patches for those directly from their suggestion to present before you

Our AI will lay the steps for you to build trust with your people and in return they’ll steadfastly stay beside you instead of exploring better opportunities elsewhere.

Our employee wellness AI buddy, Monami, can show you how she does all these and more. Try her features for 7 days. Free!


Frequently Asked Questions on why are people quitting their jobs:

  1. Insufficient remunerations
  2. Lack of Benefits
  3. Apprehensions regarding Covid
  4. Flexibility concerns
  5. Unsupportive work atmosphere

Employees are quitting together because these are not an individual’s problem:

  1. Unsatisfactory payment/wages
  2. Burnout
  3. Unhealthy work atmosphere/culture
  4. Unsupportive leaders
  5. Inflexible working hours
  6. No work-life balance
  7. Undervalued employees
  8. Stagnant learning and career development
  9. Lack of team harmony
  1. Lead employees them with empathy
  2. Express their value for you
  3. Give them their due remunerations and benefits
  4. Encourage them regularly with rewards and appreciations
  5. Allow them work-life balance and flexibility
  6. Listen to their feedbacks and suggestions

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