“Employees with children at home remain a flight risk at this point,” says Cara Silletto, author of Burnout was cited by a majority of the 1,000 workers who said they plan to quit their job this year, according to the Eagle Hill survey. “You’re not going to walk away from this unscathed,” Jezior cautions HR professionals.Įmployees are most likely to leave a current job for one with better compensation and benefits or better work/life balance, according to the Achievers report. That’s according to Engagement and Retention Report, which was released by Achievers Workforce Institute, the research arm of Toronto-based employee recognition software company Achievers.

and Canada plan to look for a new job in 2021, an increase from 35 percent a year earlier. employees plan to leave their employer as the COVID-19 pandemic subsides, according to a November 2020 survey conducted by Ipsos on behalf of Eagle Hill.Ī separate February 2021 report found that 52 percent of 2,000 employees surveyed in the U.S. “Now that the vaccines are in motion, employers should be prepared for a turnover tsunami,” warns Melissa Jezior, president and CEO of Eagle Hill Consulting, a management consultancy in Washington, D.C.Ībout 1 in 4 U.S. Labor analysts say they aren’t surprised, with many predicting a giant wave of voluntary employee departures caused by a pent-up demand for new jobs. Organizations large and small across the country are reporting that employee turnover rates are already reaching record highs this year.

But, he explains, “there was a lot of uncertainty regarding the length of the furlough, and many of our employees were able to find alternative employment prior to being called back.” “After the furlough, the skeleton crew that remained worked diligently to reopen as soon as we could safely do so and start bringing our furloughed employees back,” says Chad Paulson, senior vice president of HR at the confectionary company.

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