I caught up with an old colleague recently. He’s in corporate America at one of the large accounting firms. I asked how things are going, and he said they’re having a hard time retaining junior team members. A few things he shared with me:

• Home – Many team members moved home during the pandemic. Most were single and wanted to be near family during a time when they couldn’t have their normal social life in Atlanta. They’ve enjoyed being around family more often, and instead of returning to Atlanta they found jobs in their hometowns and quit.
• Balance – Work–life balance is top of mind for junior employees. They want to do more than work crazy hours. They want a meaningful and fulfilling life and are willing to walk away from demanding jobs that make balance impossible.
• Interaction – Junior team members haven’t had as much time to establish meaningful relationships, and they want more in-person interaction than experienced team members do. This has made it easier for them to cut ties and pursue other opportunities.

The Great Resignation is a phenomenon that lots of companies are experiencing and trying to deal with. My former colleague’s experiences, while anecdotal, shed light on the question of what part of the workforce may be affected most. I’m curious to see if this trend continues and how employers will adjust to retain and attract junior talent.

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