4 ms·

Not a big deal at all. A great number of people are always looking to change their job at any given time. During the pandemic maby were reluctant to act on it,

Not a big deal at all. A great number of people are always looking to change their job at any given time. During the pandemic maby were reluctant to act on it, so it could have created a big delayed volume of resignations. It is not a problem because would be a lot of candidates to fill in the ranks, who too have quit their previous jobs.

blowski 5y ago
I can imagine a few other factors that might be playing into this: * People who have moved, and now want a job closer to home if they want/need to go into the office. * Companies who have hoarded cash during the recession and can now offer big salaries. * Looser bonds with colleagues they only see remotely I've no idea whether and to what extent any of these things are true, but it's definitely easy to imagine a big move around. That said... I'm not seeing much change in volume on the typical job boards so perhaps it's all hypothetical.
kkirsche 5y ago
You may be right but this seems extremely presumptuous—how do you know the people will go back vs taking a gap year or other extended hiatus or field change?
- sokoloff 5y ago
  Not GP, but most people are not secure enough (either financially or psychologically) to just quit for a year. The overwhelming default is trading one job for another rather than trading your job for margaritas on the beach.
sleepychu 5y ago
Synchronized resignations are definitely more of a headache than staggered ones. For example, in a normal situation if I quit my boss will be able to hire someone to replace me, knowing what my strengths and weaknesses are and what gaps my departure has created for the team. If they quit then I am a source of information to whoever is hired to replace them. Of course anyone is replaceable but some knowledge will be lost. Also your model does not account for businesses which are aggressively expanding and doing a better job than the average employer retaining their employees by either being a genuinely great place to work or LTIPs
- chrisweekly 5y ago
  LITP: Long-Term Incentive Plan
  - dandellion 5y ago
    Thank you.

blowski 5y ago

I can imagine a few other factors that might be playing into this: * People who have moved, and now want a job closer to home if they want/need to go into the office. * Companies who have hoarded cash during the recession and can now offer big salaries. * Looser bonds with colleagues they only see remotely I've no idea whether and to what extent any of these things are true, but it's definitely easy to imagine a big move around. That said... I'm not seeing much change in volume on the typical job boards so perhaps it's all hypothetical.

kkirsche 5y ago

You may be right but this seems extremely presumptuous—how do you know the people will go back vs taking a gap year or other extended hiatus or field change?

sokoloff 5y ago
Not GP, but most people are not secure enough (either financially or psychologically) to just quit for a year. The overwhelming default is trading one job for another rather than trading your job for margaritas on the beach.

sleepychu 5y ago

Synchronized resignations are definitely more of a headache than staggered ones. For example, in a normal situation if I quit my boss will be able to hire someone to replace me, knowing what my strengths and weaknesses are and what gaps my departure has created for the team. If they quit then I am a source of information to whoever is hired to replace them. Of course anyone is replaceable but some knowledge will be lost. Also your model does not account for businesses which are aggressively expanding and doing a better job than the average employer retaining their employees by either being a genuinely great place to work or LTIPs

chrisweekly 5y ago
LITP: Long-Term Incentive Plan
- dandellion 5y ago
  Thank you.