Resignation due to demotivation: A global trend post COVID

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Resignation due to job demotivation is a reality that has been gaining strength in recent years. Based on this situation, it is assumed that a large number of people have left their jobs worldwide after having returned to “normality” and after the effects of COVID.

Why are people leaving their jobs?

Business managers now face the effects of the pandemic. For, COVID can be seen as a before and after in the lives of many. Today, employees are re-evaluating their careers and leaving their jobs if they do not feel satisfied or do not meet their expectations. All this, in record numbers. As a result, companies have a high number of vacancies and positions to explore. Which has been driving this recent change, a statistical analysis revealed that there are more than 9 million employee termination or resignation records in 4,000 global companies. This resignation situation reveals two specific trends:

  • Resignation rates are higher among mid-career employees.
  • Resignation rates are highest in the technology and healthcare sectors.

Recall that…

At the beginning of the pandemic, the labor market was full of uncertainty and even massive layoffs. Thanks to the pandemic, millions of people lost their jobs and millions more stayed in their jobs to survive. Now, however, as we head into the post-COVID social and economic recovery, workers in privileged positions and not living paycheck to paycheck are finally getting ahead.

Now, those living in undeveloped economies, without social security and unemployment benefits, cannot afford this luxury, but may continue to suffer the duress and frustration of the disruption caused by the pandemic, which in turn continues to produce and generate job demotivation resignation.

These trends reveal some very interesting aspects…

The importance of understanding why employees leave and what can be done to avoid demotivated resignation; it also requires a data-driven approach to determine not only how many people leave, but who exactly is at the greatest risk of turnover.

What is the cause of the post-covid demotivation resignation?

Much has been said about the exodus of workers after suffering the effects of the pandemic. However, service industries, such as retail, hotels, restaurants, etc., continue to record the highest number of demotivation resignations.

So why is demand for and retention of certain jobs disappearing from the labor market?

Industries with low location and time independence suffered the most during the COVID pandemic job crisis and it is these industries that now face the highest quit rates due to demotivation. Business leaders and owners must ensure the involvement, motivation and well-being of their staff, even though the business models of companies have changed and, consequently, the tasks and ways of working of employees.

The new post-COVID market offers online stores, home deliveries, among others. Of course, the consumer has changed and so have the ways of buying products and services. It is not surprising, then, that labor demand today is different and that many jobs have disappeared to give way to new ones that suggest different ways of doing things. Telecommuting, remote work and working from home are clear examples of this.

Loss of motivation at work

As we mentioned earlier, there are new modalities of post-COVID work. That is why, in recent months, two phenomena have emerged in the world of work, some have called it the “great resignation” and the “silent resignation”; both related to resignation due to post-COVID work demotivation. It turns out that, during the healthcare crisis, a large proportion of employees found themselves telecommuting, which seems to have changed their relationship with their jobs, offices and workplaces, in general. After COVID and with the return to the new “normal”, it has been detected that the working population is less motivated than before in their jobs. Specifically, this situation seems to affect 46% of 25-34 year olds, 44% of managers and 43% of intermediate professions. The employees and workers least affected by teleworking are considered to be 34%.

Having lost contact with the usual workplaces during the pandemic seems to have disconnected people from their offices and workplaces, making them more reluctant to return to the routine and making them lose the mood they had before the pandemic, thus triggering resignation due to demotivation at work.

An epidemic of laziness

The large number of resignations faced by global companies after the end of the pandemic seems to have been related not only to an aspect of disconnection with the work environment, but to a situation of laziness in which workers refuse to go to their offices because they do not want to leave their homes. Statistics indicate that 45% are lazy to leave home, especially people between the ages of 35-49, which corresponds to 53% of working people. This phenomenon has certainly led to an increase in resignations due to demotivation at work.

About resignation due to demotivation at work….

Is it a question of bad habits acquired during a period of shock? Is it possible to reverse this situation and make workers feel motivated again for their jobs? Does the new normal include the fact that people prefer to work from home? How to deal with this phenomenon? In any case, we can say that these are certainly new habits acquired over a period of time that is longer than expected. It is possible to make workers feel again the desire to go to the office and to assume their work as close as possible to the way it was before. It is all a matter of time, of applying the right tools and the necessary strategies. As José. L. Meléndez CEO and Co – founder of ChVmpion Mind:

Very few people have the willpower to maintain healthy habits or to make great achievements, but many people have the talent to take giant steps, if only they would rely on methodologies such as ChVmpion Mind”.

ChVmpion Mind is a solution to work-related demotivation resignation…

Since the health crisis, a real economy of laziness has developed, while workers are less physically active. Studies reveal that a quarter of 16 to 25 year olds do little or no sport. This hostility to physical activity worries the WHO because of the risk of an “epidemic” of overweight and obesity.

But, while all these situations continue to increase, the resignation due to demotivation from work that led to the control of the pandemic also seems to continue as a constant. ChVmpion Mind is a tool that is capable of changing all kinds of negative habits in people and workers.

Its 21-week program promotes professional and personal growth, as it allows people to achieve work goals and develop personally. The mind and body are factors that ChVmpion Mind covers, through resources such as meditation and physical activity. Would you like to know more about this business coaching program?

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