The Great Re-Resignation: Insights from Talent Outlook 2025

A second wave of resignations is looming—one driven by shifting workplace priorities, employee dissatisfaction, and evolving employer policies. If companies fail to act now, they risk losing their talent to competitors who offer more attractive opportunities.

Why Employees Are Ready to Leave—Again

The original Great Resignation was fueled by pent-up frustrations that intensified during the pandemic. Now, the Great Re-Resignation is emerging, but for different reasons. Universum’s research reveals that 36% of highly skilled professionals in Europe are considering changing employers in 2025. This signals a growing dissatisfaction among employees who feel their current roles no longer align with their personal and professional aspirations.

Several key factors are contributing to this renewed wave of resignations:

• The Return-to-Office Mandate Backlash
  While many employers are pushing for a return to in-office work, employees—particularly those who adjusted to remote and hybrid models—are resisting. Companies such as Amazon, Goldman Sachs, and Disney have restricted flexible work policies, leading to frustration among workers who have reorganized their lives around hybrid schedules.

• Compensation and Career Growth Concerns
  Salary stagnation and limited advancement opportunities continue to be major pain points. Employees who feel undervalued are actively seeking better-paying jobs with clearer career progression.

• Lack of Investment in Training & Development
  Universum’s data shows that 43% of employees planning to leave prioritize training and development, compared to just 31% who intend to stay long-term. Without clear growth pathways, employees are likely to look elsewhere for career advancement.

• Shifting Workplace Priorities
  Employees today value work-life balance, flexibility, and meaningful work more than ever. Those who feel their employers do not support these priorities are increasingly willing to move on.

Employers Are Willing to Take the Risk

Despite clear warning signs, many companies are doubling down on restrictive policies, gambling that employees will ultimately comply rather than leave. However, history suggests otherwise. Research from LinkedIn indicates that even as remote jobs decline, they remain highly sought-after—accounting for just 8% of job postings but attracting 40% of all applications. This signals a significant disconnect between employer mandates and employee preferences.

Further compounding the issue, some executives believe that regaining control over workplace dynamics is worth the risk of higher turnover. Dan Kaplan, a senior client partner at Korn Ferry, notes:

“Behind closed doors, there’s a view among CEOs that ‘I’m tired of this whining about coming back to work. We’ve compromised enough, and if you’re not meeting the minimum, then we’re going to move on without you.’”

This hardened stance could result in a talent drain, as high-value employees seek out organizations that align with their expectations.

How Companies Can Retain Talent

To navigate the Great Re-Resignation, employers must take proactive steps to re-engage and retain their workforce. Here are three critical strategies:

1. Reassess Flexibility Policies

Flexibility is not just a pandemic-era perk; it has become a core expectation. Companies that maintain rigid office policies may struggle to keep talent. Instead, consider hybrid models that balance in-office collaboration with remote work options.

2. Invest in Career Development

Employees are more likely to stay with organizations that invest in their growth. Offering structured mentorship, leadership training, and upskilling programs can improve retention while preparing employees for future challenges.

3. Strengthen Employer Branding

In a competitive job market, a strong Employer Value Proposition (EVP) is essential. Organizations that clearly communicate their commitment to employee well-being, career growth, and flexibility will stand out to both current employees and prospective hires.

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Looking Ahead: Will the Trend Continue?

While it’s impossible to predict the full impact of the Great Re-Resignation, early indicators suggest that companies unwilling to adapt will face a turbulent year ahead. The organizations that proactively address employee concerns, invest in talent development, and refine their workplace policies will emerge stronger in 2025.

For deeper insights into this trend and strategies to stay ahead, download Universum’s Talent Outlook 2025 eBook today.