As employers navigate trends such as “quiet quitting”—a new term that has risen to the forefront of the employment landscape—new data reveals that many workers began “quick quitting” throughout 2022. That is, in certain industries, a growing number of workers quit their jobs before the one-year mark. The emergence of this trend demonstrates that in 2022, workers across the United States became more comfortable leaving their jobs. This could be due to the idea that with each
job switch, workers may earn more money and gain a leg up on their peers who remain their respective organizations for long periods of time. Although it remains to be seen how quick quitting will impact the labor market, this trend demonstrates the
importance of retaining new hires while they become acclimated to their roles.

The Growing Popularity of Quitting
Quiet quitting refers to workers only doing what their job descriptions entail without going above and beyond. On the other hand, quick quitting pertains to workers outright leaving their jobs after a short period of time—generally, less than 12
months. LinkedIn’s Workforce Report found that a rising proportion of U.S. workers are leaving their jobs after only being with an organization for less than one year, contributing to higher short tenure rates (STRs). This trend has impacted some industries more than others. Namely, the report revealed that changes in year-over-year STRs in August 2022 were particularly high among sectors such as technology, information and media (10.48%); administrative and supportive services (8.87%); and financial services (5.62%). Yet, it’s important to note that while some sectors have experienced increases in their STRs, others have encountered decreases.

Employer Considerations

An employee’s first 90 days on the job are traditionally the most critical when it comes to retention, and they have become even more valuable amid the quick quitting trend. To increase employee retention, especially during workers’ first few months on the job, employers can consider the following tips:

 •      Ensure structured onboarding and orientation processes. It’s vital to help new hires understand that what they will do matters to the organization and that their  performance will make a difference.
•      Start onboarding before the first day. To ensure a solid first impression, contact new hires before their first official day. A personalized introduction can help employees feel welcomed, so managers should gather those details early on.
•      Provide recognition. A formal reward or recognition program is a simple but effective way to express to employees that they are doing a good job. Employees who feel they’re doing well at their jobs are less likely to leave their positions.
•      Invest in career growth. With many workers reevaluating their career goals and paths, it’s vital to invest in employees by expanding learning and development opportunities. Doing so will enhance workers’ skill levels by offering them a chance
to enrich their careers via upward mobility.
•      Foster a sense of belonging. Social belonging is a fundamental human need—one that naturally extends to the workplace.

 The goal is to build trust and respect while welcoming new hires to the team. The more welcome employees feel, the more likely they will stick around. Workers’ first few months are critical for retention, so employers should ensure they have structured processes in place to bolster employee communication and engagement. This matters even more as workers assess their new jobs quickly and feel confident
enough to leave their positions after a short period of time.