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Great Resignation: 10 Eye-Opening Stats That Show It’s Only Just Beginning

Richard Barrett

Director of Marketing

6 Jan 2022

New data shows the Great Resignation is here to stay, as swathes of workers throughout the world reassess their career options and look toward pastures new.

In early 2021, a wave of employees throughout the United States began to voluntarily leave their jobs. This trend, which saw many people reassess their lives and values during the COVID-19 pandemic, became known as ‘The Great Resignation’.

With many employees expecting a blend of home and office working as standard, and no longer feeling tied to their employer, the trend of resignations quickly became the one of the biggest challenges facing companies globally.

At Workvivo, we speak to HR leaders and employees every day. As we neared the end of 2021, the question on many people’s minds was whether the Great Resignation was a thing of the past, or if we had merely scratched the surface of a new era of employee empowerment.

To gain a deeper understanding of this trend, we commissioned an exclusive survey that took us to the coalface of the Great Resignation, polling 2500+ employees in the US and UK, as well as over 350 global HR leaders.

The results were staggering and definitively confirmed the fears of many HR leaders. 

Here’s what we learned.


The Second Wave of the Great Resignation is a reality

  1. A staggering 60% of employees plan to leave their jobs in the next twelve months. #Exodus
  2. Over 70% of HR leaders believe their company culture is strong, while 80% of employees report feeling less connected to their company culture. #Disconnect
  3. 90% of HR leaders believe they appreciate and recognise employees for their work, while over 1 in 3 employees did not believe their employer truly values or appreciates their work. #DifferentPages
  4. 60% of those surveyed cite emotional disconnect from colleagues and culture since the onset of the pandemic as the biggest frustration at work. #Alone
  5. 41% of employees said employers could do better at keeping them informed. #Communication
  6. Over 60% of employees said a company that appreciates and recognises their work would help them stay longer. #Recognition
  7.  Sadly, 2 in 5 people say they’re less happy in their jobs than last year, while 1 in 3 report a negative workplace culture and environment. #Toxic
  8. Meanwhile, 2 in 3 HR leaders believe their workplace culture is better compared to last year. #DifferentPagesAgain
  9. 57% said feeling “a sense of belonging” and part of a greater purpose would make them stay longer in their jobs. #Purpose
  10. Amazingly, 2 in 3 said they would move jobs for a minor salary increase of 5-10%, illustrating a lack of loyalty and stickiness among employees today. #CashMoney


Speaking on the significance of these results, Workvivo CEO and Co-Founder John Goulding provided the following insight.

“The last year has been a particularly challenging one for leaders. After a tough transition to remote work almost overnight, organizations may have expected breathing room. Instead, they faced an even bigger challenge as employees left their jobs at historic levels.

“This data shows clearly that the trend is to continue. It’s time for leaders to consider their employee experience holistically and understand the factors that are pushing or pulling people to leave.

“It’s no longer enough to rely on tokenistic perks to attract and keep the best talent. This survey shows how crucial it is to foster an emotional connection and sense of belonging in people to retain them.”


Check Out the Full Survey Results With This Great Infographic

The results of the survey truly blew our minds. From highlighting a clear disconnect between employees and HR leaders, to underlining just how significant a negative effect the pandemic has had on workplace culture, it was a real eye-opener.

Thankfully, we’ve consolidated all of the strongest insights into an easy-to-consume and engaging infographic. 

To download your free copy of the infographic, just click here.



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