![]() ![]() ![]() According to the US Bureau of Labor Statistics, nearly 1.7 million people quit their healthcare jobs in the first half of 2022 alone. Three years into the pandemic, industry-specific burnout still looms large in some sectors, namely healthcare and education. Burnout is one of several factors that likely contributed to this. Cross-industry mobility is high Research by McKinsey found that, among workers who quit their jobs between 20, 48% moved to a different industry. Piers Hudson, senior director of Gartner HR, explains: “Leaders’ efforts to restore the organization’s ‘normal’, pre-pandemic way of working are clashing with a workforce that has largely normalized working in a hybrid environment.” Although it’s still too early to tell how this tension will impact employee turnover rates in the long term, it may explain some industry-specific turnover, particularly in sectors where remote work has become the norm. This is true despite the fact that, according to analysis by ADP Research Institute, 64% of the global workforce has already quit, or would consider doing so, if they were required to return to the office full-time. On top of that, 68% of employees who could work remotely have been required to return to the office in some capacity. Gartner found that 70% of employees believe remote workers get paid less and are less likely to be promoted than their on-site counterparts. But this uptick in remote work arrangements comes with a certain level of friction. Flexible and remote work opportunities increased, but not everything went smoothly The rate of remote work rose to 26% of all employees in 2022, which is a record high. Although each industry has experienced its own employee turnover pains over the past few years, there are some cornerstone issues which seem to have influenced turnover rates across the board. ![]()
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