The Return of the Great Resignation: What It Is and What It Means for Job Seekers

The Great Resignation experienced during the COVID-19 pandemic is returning in 2025. Millions of employees are leaving their jobs for opportunities offering greater flexibility and fulfillment. Writing for Forbes, Roberta Matuson notes that, according to the ResumeTemplates.com survey, “56 percent of full-time employees in the U.S. want a new job in 2025, and 27 percent have already started searching, One in three plan to quit their current job next year, even if they don't have a new one lined up!”

Shifting workplace priorities, employee dissatisfaction, and evolving employer policies contribute to the Great Resignation. The talent exodus means more job openings in specific industries and opportunities for career advancement.

Why the Great Resignation Is Returning

Systemic issues are behind the return of the Great Resignation:

• Return-to-office mandates. While many employers are pushing for employees to return to the office for productivty and development gains, most employees prefer the flexibility of remote or hybrid work arrangements.

• Boomerang employees. Many who left the workforce during the pandemic returned to undesirable workplace models and are now seeking better work-life structure, competitive income, and more meaningful roles.

• Employee Satisfaction. Many employees feel overworked and undervalued creating a desire to look around for different options.

• Generational shifts. Millennials and Gen Z, who comprise nearly 45% of the workforce according to Johns Hopkins Unviersity, desire greater inclusivity, flexibility, transparency, mental health support, and career development opportunities than they have.

• Purpose-driven work. Most employees want jobs that align with their values and companies that prioritize diversity, sustainability, and social responsibility.

• Career growth. A lack of training and development encourages employees to find jobs that offer these opportunities.

• Technological advancements. Industry disruptions create opportunities for skilled workers desiring upskilling, reskilling, and growth to build careers in emerging fields.

Job Market Predictions for 2025

Hiring is expected to pick up this year as the Great Resignation returns:

• Industries such as tech, defense, energy, and healthcare are expected to grow.

• Retail and government are likely to be slow.

• Jobs involving artificial intelligence (AI) will increase.

• Millennials will move into leadership roles.

• Soft skills will be in greater demand than hard skills.

• Adaptability and transferable skills will strengthen diversity in career paths.

Changes in Hiring Trends

The return of the Great Resignation will modify hiring trends to meet employee expectations:

• Hiring practices. Employers will enhance their branding initiatives, emphasize skills-based hiring, and prioritize employee advocacy.

• Wages and benefits. Because of pay transparency legislation, more employers must disclose salary ranges in job postings. Many employers will adjust benefits packages to attract and retain employees.

• AI in recruitment. The growing use of current technologies in recruitment will reduce time-to-hire.

• Green jobs. Sustainability initiatives will strengthen job creation in the clean energy and hydrogen sectors.

• AI, machine learning (ML), data analytics, cloud technology, and cybersecurity jobs will increase along with workforce transformation.

Workplace Modifications

These modifications will increase engagement, productivity, and job satisfaction:

• Diversity, equity, and inclusion. Prioritization of DEI initiatives will strengthen productivity and job satisfaction.

• Remote or hybrid roles and four-day work weeks will strengthen employee attraction and retention rates.

• Mental health support. The growing desire for mental well-being will elevate employer-sponsored benefits and programs.

• Learning and development. Increasing demand for professional development will offer additional career growth opportunities.

• Upskilling and reskilling. Changing business needs will increase upskilling and reskilling opportunities.

• Social responsibility. Companies collaborating on environmental and social justice initiatives will attract more millennials and Gen Z employees who prioritize social consciousness and purpose-driven initiatives.

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