The Great Resignation had a big impact on various industries. Almost every industry faced shortages of talent and challenges in attracting talent.
The number of employees who resigned in the private sector is 4.28 million, while 252,000 workers left their jobs in the government sector. 
Here is the breakdown of the resignation rates by industry:
% of Resignation
Accommodations and food services
Leisure and hospitality
Arts, entertainment, and recreation
Trade, transportation, and utilities
Professional and business services
Health care and social assistance
Education and health services
Transportation, warehousing, and utilities
What Were the Causes of the Great Resignation?
The COVID-19 pandemic was one of the major factors that triggered the Great Attrition. It disrupted normal operations and forced many workers to rethink their priorities.
Check out the reasons why employees resigned from their jobs:
Low pay: 63% of employees left their jobs because the pay was too low. 
Lack of career growth: Almost 63% quit because there were no opportunities for growth in their current roles.
Lack of respect: 57% resigned because they felt disrespected at work.
Working hours: About 4 in 10 (39%) employees say the reason was that they were working too many hours.
Lack of flexibility: 45% left their jobs because they did not have the flexibility to choose their working hours.
Fewer Benefits: 43% of workers resigned because the benefits were not good.
How to Attract and Retain Employees during the Great Resignation?
During the Great Resignation, several companies revamped their strategies to attract and retain talent.
Here’s how companies improved retention rates amidst the Great Attrition:
59% of employers considered eliminating college requirements in 2022. However, 75% felt that an undergraduate degree was the minimum requirement. 
76% of companies were open to more applicants from different types of positions and/or industries.
One-fourth of hiring managers said that an applicant’s degree rarely matches the industry.
From the data, it’s evident that in a tough labor market, organizations need to be a little flexible with the educational requirements for a role.
94% of Gen Z and 84% of millennial employees would not take a job that required them to work from the office full-time. That’s why several companies switched to hybrid or remote work options.
Better compensation, reproductive health benefits, and growth opportunities are some of the other factors employers focus on to retain talent.
FAQs about the Great Resignation
What are the impacts of the Great Resignation?
The Great Resignation has had a significant impact on the economy. It caused labor shortages, wage increases, and a decline in productivity.
It also had a personal impact on many workers and families, since people transitioned to new jobs or left the workforce altogether.
How can businesses address the Great Resignation?
Businesses can address the Great Resignation by:
Offering competitive wages and benefits.
Creating a positive and supportive work environment.
Providing opportunities for career advancement.
Offering flexible work arrangements.
Investing in employee training and development.
When will the Great Resignation end?
It is unclear when the Great Resignation will end. Resignations are still higher than during the pre-pandemic.
Many other workers are quite quitting by staying at their jobs but doing the minimum to avoid being fired.
Is the Great Resignation good or bad?
The Great Resignation is both good and bad.
On the one hand, it is giving workers more power and bargaining leverage. It is also forcing businesses to improve their workplaces and offer more competitive compensation.
On the other hand, the Great Resignation is causing disruptions in the economy.
What is the difference between the Great Resignation and the Great Retirement?
The Great Retirement is the large number of baby boomers who are retiring from the workforce. The Great Resignation is a large number of workers quitting their jobs.
The Great Resignation is complex, with implications for both workers and employers. These Great Resignation statistics remind us of the magnitude of this trend and the urgent need to address its underlying causes.
While the Great Resignation has created challenges for businesses, it has also presented an opportunity to rethink the way we work.
Understanding the latest statistics and trends in employee turnover, hiring costs, and retention can help employers redefine their employee engagement strategies.
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