The workers “embrace” in the stagnant labor market, but the increasing resentment means that it can be imposed as soon as the next great resignation comes

The era of the epidemic “Great resignation“47 million people left their jobs in 2021 and 50 million others in 2022 while searching for flexible working conditions and higher wages. With the return of job opportunities and rotation to pre -acidity levels in 2023, the mass migration of workers moved to”Wonderful stay”

Today, like an induction uncertainty It threatens corporate growth plans and Slows up private stock financingNot to mention developments in the concerns of employees that strike artificial intelligence on displacement – workers remain in an additional anxiety. They are concerned that if they are quit, they will not be able to find options elsewhere, according to Consulting company Corn Ferry. This act of “job embrace” has workers hanging on their positions for “dear life”.

“Looking at all the activity that happened after that, then some of these continuous hairdos, people are waiting and sitting in the seats and hope they will have more stability,” Korn Ferry told Consulting Stacy Decesaro luck.

Since the fourth quarter of 2024, Esel Hill Consulting Employment Index Index She pointed to the increasing intention of employees to stay in their current jobs in the next six months. Consultations also witnessed a decrease of 4.4 points in the market opportunities index in the last quarter, indicating a sharp decrease in employee perceptions of the labor market. US salaries It grew by only 73,000 in JulyAnd expanding at a rate of only 35,000 in the past three months.

“No one wants to leave unless he is not very happy or very miserable in his job or is very anxious about the company,” said Destaro.

The increase in the employee’s frustration

Just because more employees are committed, they do not mean that they are happy with that. November 2024 a report From Glassdooor found that 65 % of employees reported their feeling that they were “stuck” in their current locations, including 73 % of technical roles. With fewer alternatives, a narrow sitting in the function, for many, led to the cabin fever.

“It is not a coincidence that trends like” quitting quiet “are echoes now,” wrote Daniel Zhao, the main economist at Glassdooor in the report. “When workers feel stumbled, the pent -up resentment is giving up under the surface and decomposing.”

In addition to the prospects for bleeding jobs elsewhere, employees are also struggling with a roundabout of the company’s management, which exacerbated feelings of discomfort and separation from the company’s vision. Some of its customers said they worked under three different heads of companies during the 18 months.

The rotation rate rates have reached Top decadesWhere the departures jump 12 % from June 2024 to 2025, according to data from the Executive Sacration Company, Gray & Christmas, as it reached the highest levels since the company began tracking rotation in 2002.

In other cases, Destaro said, the new administration has provided hope for employees, which motivates them to circumvent a much longer period, even if their culture in the workplace is not finally finished for the better.

Completely, these factors led to the emergence of “”Quiet cracking“Employees who reach the point of collapse and examination mentally. Productivity declined as a result of the jaws of the global economics of $ 438 billion in 2024, according to the Gallup case of 2025 in the global workplace. a report.

Redux

Employees may have few other job options now, but once the market conditions are compatible, this quiet resentment will undoubtedly mean Deja Vu for employers, Disaru said: Another wonderful resignation is coming.

“Once the market improves, I think it will be very active because there is a lot of pent -up demand,” “I was miserable here for a while, but I was waiting for a better chance or a better market to move,” said Destaro.

If employers want to ensure that their workers do not leave as soon as they see other professional options, they must focus on searching for opportunities to open the doors of communication between administrative workers and those working in the rank and files, as well as spending some time in collecting and listening workers’ notes, according to DESESARO.

With some functions remain completely distance, there should be a constant effort to collect once a year or a quarter to create a coherent company culture.

“The rotation of the fruit basket for talent will be,” said Desizaru. “But if you have invested in your people from now and when that happens, people will be digging to leave.”

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