First, we saw the Great Resignation, where millions of workers left their jobs in search of better pay, flexibility, and purpose. Then came Quiet Quitting, where employees disengaged rather than leave outright. But now, we’re in a new era — the Great Stay — where more workers are choosing to remain in their current jobs rather than seek new opportunities. What’s driving this movement (or lack thereof)? Let’s dive right in.
Why Employees are Choosing to Stay Put
Economic Uncertainty Is Making Job Stability More Attractive
Federal and ongoing corporate and tech layoffs, the trade wars between the U.S. and its major trading partners, stock market volatility, high interest rates, and soaring inflation have made many employees hesitant to take risks. Unlike in 2021 and 2022, when job-hopping often meant significant pay increases, today’s job seekers are finding fewer lucrative opportunities and more competition for them. Moreover, they know that these economic and political uncertainties will have an effect on the economy as a whole and their job security and personal finances. As a result, many workers are opting for job security over change, even if they aren’t fully satisfied with their roles.
Employers Have Learned Their Lesson & Improved
During the Great Resignation, companies were caught off guard by mass turnover and had to scramble to retain employees. Now, many organizations have improved benefits, increased pay, and embraced flexibility to keep their best talent. Hybrid work models, career development programs, and stronger employee engagement efforts are giving workers fewer reasons to leave.
Fewer Exciting Job Offers Are Available
In 2021 and 2022, companies aggressively hired to keep up with post-pandemic demand. But in 2024 and 2025, hiring slowed down, particularly in tech and finance. Workers who previously saw abundant opportunities now see fewer high-paying or flexible roles, making the idea of switching jobs less appealing.
The Cost (and Risk) of Changing Jobs is Higher
Changing jobs often comes with financial and personal risks. For employees who would need to relocate, change healthcare plans, or restart tenure-based benefits, the potential downsides may outweigh the benefits. With housing costs still high and economic uncertainty looming, many professionals see staying put as a safer choice.
What Does This Mean for Employers and Recruiters?
- Hiring Will Require More Proactive Sourcing
With fewer active job seekers, recruiters must focus on passive candidates—people who aren’t actively looking but might be open to the right opportunity. This means stronger employer branding, better outreach strategies, and more personalized engagement.
- Internal Mobility Will Be Key
Companies that invest in upskilling and career growth will have a competitive advantage. Employees who might have otherwise left for better opportunities can be retained by offering new roles, leadership tracks, and development programs.
- Retention Efforts Will Continue
Just because employees are staying now doesn’t mean they will forever. Companies need to maintain high engagement, offer competitive salaries, and foster a culture of belonging to keep their workforce happy.
Is the Great Stay Permanent?
Probably not. While economic factors and improved workplace conditions are keeping workers in place, things will shift as hiring picks up again and confidence in the job market returns. However, the lesson from this trend is clear: companies that invest in retention, career growth, and workplace satisfaction will be in the best position—no matter what the job market does next.
