The Great Resignation period of the pandemic was only a few years ago, but we might already be seeing the headwinds of the Great Resignation 2.0 as more overworked and underwhelmed employees considering resigning. More and more workers are reporting feeling overworked and underpaid, overtasked and underappreciated.

Nearly 30% of employees plan to make a job change in the near future, according to a recent PwC report on the global workforce, topping the 19% who gave the same response just two years ago.

Should I stay or should I go?

Employees today note an increased workload, feeling underpaid for their work, the demands and pace of new technology and the desire for something else as top reasons for a potential resignation. Likewise, more workers believe that they need time to manage their personal life and goals and are willing to resign to achieve a better work-life balance.

These trends are not just happening in the United States but are taking shape across the globe, particularly in Europe where companies are also facing increased worker shortages and resignations.

How companies can respond

Companies that place a premium on worker wellness and flexibility will be the winners in the Great Resignation 2.0. In addition, workers want regular training and education on new technology that can improve their skill sets, overall productivity and work quality, with the aim of bolstering salaries. Employees want to be seen and heard in the workplace – or they will leave for another opportunity.

Managers can also help employees who are struggling with current workloads, and mentorship programs are especially valuable.

While many companies across the globe are trying to do more with less, the companies that focus on employees may come out ahead when it comes to worker longevity and productivity.