It’s not the Great Resignation’ but the Great Reprioritization. Research from a Miami University professor surveying full-time workers says most are only “considering” leaving their jobs.

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“Considering” because a lot of steps need to happen between consideration and the first day at a new job. The bureaucratic nightmares of white collar work have cascaded to other types of jobs.


I’m not sure I fully buy that “95% of workers are considering leaving” is really due to nothing more than accessible opportunity seeking (thanks to the internet) – I don’t think enough thought is being given to systemic management problems potentially contributing to that percentage, and perhaps even *outright enabling* the sustainability of the aforementioned accessible opportunity seeking.


We’ve heard a lot about burned-out, disgruntled workers tired of being exploited and/or patronised, and deciding to make the jump. But I am sure many of the people on here are managers and directors, of their own firms or something larger. What’s it like, being so disliked? More and more people are starting to seeing through you, and they reject your snooping, your under-productivity, your office politics and your exploitative tendencies. Some of you are probably on the ragged edge, struggling to find people and *no-one wants to work for you*. What’s that like? Who are you blaming (because it won’t be yourselves!)?


I was surprised when this “considering leaving” thing first came up because I “considered leaving” from time to time for the last 35 years before retiring. Sometimes, I did, but considering wasn’t doing. While I wasn’t particularly unhappy, I was open to more money, better opportunity, or a shorter commute, and I sometimes tossed a resume at an ad. My boss at my last job said that partial work from home was becoming a requirement–before the pandemic. It was interesting that it was one of the top three requirements.


This period will give us a lot of great academic papers in the coming years – it will more likely than not bring about a new view of labor economics. My view of it has been “confused”. Everyone talks about how it is a candidates market and you hear about how businesses can’t find enough workers. However, I would wager that all of us know at least a few people that have been unable to find work. Sure they can see job postings but getting hired is a totally different story. I have a couple friends that have given up and few that have take paycuts or role cuts just to start working again. These are within sales, marketing and administration. For my own company we have raised wages, increased 401k match, increased PTO, added flexible working and are even discussing 4 day work weeks. I’ve been in a hiring manager’s role for 10 years and what I can say without a doubt that the quality of candidates coming through has dropped substantially. I think there was some shifting about earlier this year and we got some really strong candidates – hired a couple but lost a couple to other companies. Now it seems like the leftovers. May be rude, but they just aren’t good candidates – even for the entry level role we have. My view of it all is that there are 3 components: 1) Recruiters are stoking a lot of this with there post on linkedin. Posts around how you shouldn’t be happy at your current job, talk to them! They are trying to generate supply but in their wake are leaving doubt in people’s minds about their current role. 2) companies are raising their expectations. People will get mad at this but companies believe that as they give more (pay, pto, flexible working) they should get more. to point 1 – recruiters get someone to interview, the company passes and now that person is left in their current job unhappy and considering leaving. They are considering but unlikely to leave because where would they go? 3) Workers are reprioritizing as suggested. What you end with is a reorganizing of labor. The top people are moving into top companies, top jobs and top careers. Everyone else is getting pushed into the leftover positions – where pay may not be as good, flexible hours may not be available etc. Some of these candidates get frustrated and drop out of the race because they, incorrectly, think they should be in the top slot at that top job. This is why you see some labor shortages because the people whom had jobs that paid a bit more and lost their job are finding that, coming back into the market, they aren’t able to get back in at the same place they left because someone more skilled than them is now in that slot. No idea if any of that makes sense but i’ve been thinking about this a lot and there seems to be a gap between what I am seeing and what I am hearing and I’m just trying to get my thoughts down around it.