ST. GEORGE — The term “great resignation” conjures memories of long lines at restaurants, empty shelves, shortened store hours and signs apologizing for no staff for most Americans. But for those who own or manage a business, it has a whole different meaning.
On Wednesday, several Washington and Iron County business leaders presented their research titled “The Impact of the Great Resignation in Southern Utah” at the 27th annual What’s Up Down South economic summit in St. George.
The discussion started with an interpretation of a common phrase used since the COVID-19 pandemic and employment issues that emerged. Melynda Thorpe, executive director of Community and Professional Development at Southern Utah University, said there is truth to the number of employees who quit their jobs in 2021. But, she said the reasons employees left are often not reported.
The term great resignation, not to be confused with great recession, was originally coined by a professor in London to describe the phenomenon of employees leaving their jobs in May 2021. Although many in the nation assumed this was a sign Americans did not want to work, Thorpe’s team found most employees weren’t sick of all jobs, just the ones they were quitting.
Data provided by the Utah Department of Workforce Services shows a drastic rise in those claiming unemployment in May 2021. Eight months later, the unemployment rate dropped back to normal levels suggesting that employees wanted to work, just not for their previous employer.
“The pandemic gave employees a chance to say, ‘I want work that is meaningful and means something to me,’” Thorpe said. “And that is what the great resignation represents, a change in the workforce with their focus being on the quality of life.”
Thorpe noted that employees with SUU’s workforce development worked closely with several outside organizations compiling research on employee retention strategies. The research project was given a Golden Spike Award from the Public Relations Society of America’s Utah chapter.
“This is the work of 16 agencies, in five Southern Utah counties and two universities, who contributed many hours working on a solution to this problem,” she said.
Out of 192 Southern Utah businesses participating in the survey, there is an average of 17 job openings for each company. When speaking of difficulties reported when looking for employees, Dr. Chris Healy, assistant professor of management at Utah Tech University, said employers reported difficulty finding employees with traits such as dependability, positive attitude, time management and communication skills.
When surveying employees on difficulties in finding a job, lack of housing, competitive pay, lack of job skills and lack of communication were the top reasons employees gave for leaving their jobs.
“If you can’t find people, it’s because they have a lot of choice,” Healy said. “On the employer survey, they said, ‘these people have problems with communication.’ So my question is, and I’ll leave you to think about it: Who has the problem with communication?”
Of the employees surveyed, more than half said they would like additional job training. Even more employers, 58%, responded they were open to training their employees.
“The employees don’t feel like they’re getting out of their jobs what they deserve to,” she said. “Not monetary reasons, but fulfillment reasons … they really want to be valued and purposed.”
Maria Twitchell, director at Cedar City-Brian Head Tourism Bureau, spoke of her excitement to be partnering with Thorpe’s office to assist in training local hospitality employees through the SUU’s Learn and Work in Utah program.
“We’re excited about this partnership,” she said. “We also hope that as an employer, you would recognize somebody that has gone through this training.”
Learn and Work also offers training certificates in computer technology with both programs funded by a half-million-dollar grant from the Utah Governor’s Office of Economic Opportunity.
Also underutilized by local businesses is the Utah Department of Workforce Services website, said Dave Busk, economic director for Southern Utah. Employers post their jobs for free and search for employees by experience. And if they need to train their employees, Busk’s office can help.
“We can help offset the costs for on-the-job training,” he said. “We can pay half of an employee’s wages while they’re going through a training program.”
Research was conducted on the nearly packed room before the presentation began, of which 56% said they struggled to find employees in 2022. Another 36% said they struggled with the same and still are having problems, while only 8% reported no issues at all.
Thorpe closed with heartfelt reasons given by Southern Utah employees for leaving their jobs, many of them due to the pandemic. From a nurse who could no longer work in healthcare due to immune system concerns, to a son who lost his mother to COVID-19 — and the paycheck she contributed.
“This morning I pulled these from our applications and I got a little bit emotional,” she said with shining eyes. “I’m going to let you read those for just a minute, because I might cry if I try to.”
One attendee asked Thorpe if those living in the Hildale/Colorado City area would qualify for the training.
“The training certificates are available for all Southern Utah residents, but you will need to have a valid Utah identification to apply,” she said.
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