2022 was the year the labor market flipped. As millions of workers left their roles, employers were forced to rethink everything from pay to culture.
Now that the dust has settled, what did we actually learn from "The Great Resignation"? At Pro Ninjas, we monitored turnover rates across hundreds of clients, and several key patterns emerged that are redefining staffing today.
It Wasn't Just About the Money
While hourly rates certainly spiked, pay was rarely the only factor. Workers were looking for respect, flexibility, and safety. Facilities that treated their temp staff as disposable suffered the highest turnover, while those that integrated them into the culture saw much higher retention.
Retro Review
In 2022, over 50 million Americans quit their jobs. The industrial sector was hit particularly hard, with some warehouses seeing 100%+ annual turnover. This crisis forced a pivot toward "Reliability First" staffing models.
The Rise of the "Ghost" Culture
The Great Resignation introduced the widespread phenomenon of "ghosting"—candidates not showing up for interviews or even their first day. This led Pro Ninjas to develop our automated Morning Call and Backup Pool systems to ensure our clients never have empty lines.
Retention starts on Day 1
We found that 70% of turnover happens in the first 72 hours. To combat this, we improved our:
- Vetting Process: Moving beyond "can you do the job" to "will this commute work for you long-term?"
- Day-One Handshakes: Ensuring our associates know exactly who to report to and where the break room is.
- Immediate Feedback: Checking in after the first shift to address concerns before they become resignations.
Tired of High Turnover?
We apply the lessons of 2022 to every placement we make today. Let's build a resilient workforce for your facility.
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