What is the relationship between Zoomers and Big Quit? Let’s try to understand if and what relationships exist between under-30s and the voluntary resignation phenomenon in the U.S. and the role of HR in all this.<\/p>\n
The term \u201cGreat Resignation<\/strong>\u201d (later also called Big Quit<\/strong>) was first used by Professor Anthony Klotz<\/strong>, of Mays Business School in Texas in relation to the record increase in voluntary resignations in the U.S. during 2021. Recent research by Microsoft, the 2021 Work Trend Index<\/strong>, showed that 41 percent of the workforce in the U.S. is planning to leave their employer this year! Big Quit<\/strong> is spreading to Europe, especially the Netherlands, UK and Germany.<\/p>\n According to the Harward Business Review’s September 2021 \u201cWho is Driving the Great Resignation<\/a>\u201d research of 9 million resignations from 400 companies in a wide variety of industries, two key trends can be identified:<\/p>\n In the second quarter of 2021, the voluntary termination rate exceeded 2 percent of total employment for the first time in years.<\/p>\n The Ministry of Labor and Social Policy released the document on labor relations in the 3rd quarter of 2021<\/a>.<\/p>\n It states that: \u201cWorker-requested terminations, accounting for 19.4 percent of the total, were 569,000, of which 524,000 (17.9 percent of the total) consisted of resignations, with an upward trend of 26.7 percent, following the high increase in Q2 2021 (+85.45 percent).\u201d<\/p>\n According to Forbes<\/a>, \u201cGeneration Z has had enough. A recent Adobe survey of 5,500 workers found that 56 percent of those aged 18-24 say they plan to change jobs in the next year. Research by Microsoft and Bankrate confirms this, reporting that 54% and 77% of Generation Z, respectively, are thinking of quitting their jobs.\u201d<\/p>\n QuitTok<\/strong> is the new trend of young people celebrating their resignation on social media… And it seems that on TikTok<\/strong> everyone likes people who quit (and put like<\/em>)!<\/p>\n The Zoomers’ job farewells are going viral, with the hashtag #iquitmyjob garnering nearly 200 million views<\/strong> on TikTok.<\/p>\n Going beyond the folklore these public demonstrations there is an opportunity for companies to understand more deeply the reasons of the young resigners<\/strong>, those reasons that are perhaps not openly stated in exit interviews.<\/p>\n QuitTok! Yay I resigned!<\/p>\n In the U.S., Generation Z seems fascinated by the so-called Yolo<\/a> Economy , the \u201cYou-only-live-once\u201d economy.<\/p>\n The Italian and U.S. labor markets are evidently very different. In Italy the issue concerns, according to N. Giangrande of the Giuseppe di Vittorio Foundation, \u201cabove all the search for opportunities and possibilities to design one’s own future rather than for greater lightness.\u201d<\/p>\n There are several causes that could contribute to Big Quit. Among others include: fears of contagion to oneself or others, low wages, poor working conditions, and lack of schedule flexibility.<\/p>\n On the other hand, there are those who think that the pandemic has \u201copened the eyes\u201d of many and prompted them to rethink their life goals. Among other things, this means being less likely to settle for unsatisfactory situations. Thus, there would be both \u201cwork-related\u201d and psychological and social causes.<\/p>\n According to recent research by the IBV<\/a> (IBM Institute for Business Value) people are quite dissatisfied with how their company \u201cbehaves.\u201d The following are taken into consideration: ethics and values, work-life balance, opportunities and salaries, and banefit. The percentage of people rating their company as \u201cvery good\u201d or \u201cexcellent\u201d on the various issues yielded these results:<\/p>\n Google search trends \u201cHow to move forward\u201d<\/p>\n Covid 19 and the measures to counter it have been a major pressure for many, sometimes even a trauma. More importantly, many people have lost relatives and friends. One of the confirmations of the hardship is the growth in 2021 of the Google search \u201chow to move forward\u201d (which we could translate as \u201chow to get by?\u201d of which we show the graph above.<\/p>\n According to Microsoft’s \u201cWork Trend Index\u201d research, the key words for coping with the Big Quit are these 5:<\/p>\n After this long excursus<\/em> we can say that it is probably still early to draw conclusions about the Big Quit. In the meantime, as HRIs we want to contribute some thoughts on the role of HR in regard to the phenomena described:<\/p>\n Finally, as HR managers, there are some questions that we believe it is important to ask ourselves: are we also riceonognizing the phenomenon of Big Resignation? Are we facing difficulties in attracting and retaining Zoomers? What are we doing and more importantly, is what we are doing working?<\/p>\nBig Quit two key trends<\/h2>\n
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Resignations are also growing in Italy<\/h2>\n
Zoomers first in intentions in Big Quit<\/h2>\n
QuitTok! Celebrating quitting on social media<\/h2>\n
Big Quit: what are the causes?<\/h2>\n
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Google Trends 2021: \u201cHow to move forward<\/em>\u201d?<\/h2>\n
Keywords for dealing with the Big Quit<\/h2>\n
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The Role of Human Resources.<\/h2>\n
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