Since the Great Recession, unemployment has remained stubbornly high, and when it finally started to fall, much of the decline was attributed to people dropping out of the work force, no longer seeking a job.
The conventional wisdom has always been that people dropped out because they were discouraged about finding employment. New research, however, is putting a different spin on this odd trend.
The study, conducted on behalf of Rasmussen College, finds that nearly 20% of Americans are dissatisfied with their job. They want to quit, the researchers found, because they don't think they have an opportunity to advance.
What's new?
Okay, you say, so what? People have always wanted to fire their boss.
True, but the fact that so many people are thinking about quitting, at a time when everyone is supposedly terrified of being laid off, seems odd. So what's behind all this workplace angst?
"Having a clear career path from the very beginning is critical so you don't end up stuck in a job without the right skill set or lacking in advancement opportunities," said Tamryn Hennessy, vice president-career services at Rasmussen College.
Here is a number that drives home the point: only 24% of those surveyed say they feel they're doing what they set out to do.
"They don't pay me enough for this!"
Even though jobs are hard to come by, about two-thirds of the adults in the survey said they have considered quitting their job. When asked why, 51% said they aren't paid enough.
Other complaints include no chance to advance, too much stress and not being able to use their education or skills.
Perhaps all this has something to do with how the workplace quickly changed in the aftermath of the financial crisis of 2008. Almost overnight businesses, large and small, slashed their payrolls to maintain profit margins.
Picking up the slack
As a result, the employees who remained often had to pick up new responsibilities while maintaining the old ones. Back in 2010, Human Resources consultant Rick Dacri wrote an article for HRTimes describing the emerging, post-recession workplace.
“As employers spring from this painful recession, they will be faced with significant workforce tests including the need to keep labor costs low, pressures to increase productivity further, a battered and disengaged employee population, and government agencies scrutinizing employers who seek cost savings at the expense of workers, while avoiding their tax obligations. Employers must prepare now for this new emerging workforce,” he wrote.
Jobs going begging
At a time when “a battered and disengaged employee population” is looking for the exit, companies large and small are facing what they see as a skills gap – they say they are unable to attract qualified employees to key positions. It's affecting the bottom line.
Last month, a study by jobs site Careerbuilder.com estimated a company loses more than $14,000 for every job that stays vacant for three months or longer. The study found that 35% of companies have positions that stay open for that length of time.
As a result, employers also reported productivity and work quality suffered, corresponding with a rise in voluntary employee turnover.
Lower morale
Forty-one percent of employers reported lower morale because remaining employees are having to take on more of the workload. More than a third also found work not getting done, missed deadlines and an overall decline in customer service.
Again, conventional wisdom may be mistaken. While it is widely assumed that employees with the right skill sets can't be found, it could be that there are simply fewer employees who want to spend 8 hours a day in the post-recession workplace.