First there was quiet quitting. Now it’s become grumpy staying.


The COVID-19 pandemic has led to a new phenomenon called “grumpy staying,” where employees are unhappy with their jobs but are choosing to stay due to limited job opportunities. This trend is a result of the economic uncertainty caused by the pandemic, with fewer job openings and increased competition for available positions.

According to a survey conducted by the Society for Human Resource Management (SHRM), 40% of employees reported feeling unhappy or very unhappy in their current roles. However, many are hesitant to leave their jobs due to concerns about finding new employment in the current market. This has led to a decrease in voluntary turnover rates, as employees are opting to stay in their positions despite their dissatisfaction.

HR leaders should be aware of this trend and its potential impact on employee engagement and productivity. It is important for organizations to address the underlying issues causing employee dissatisfaction and take steps to improve the work environment and employee morale. This can include implementing flexible work arrangements, providing opportunities for professional development, and fostering a positive company culture.

Additionally, HR leaders should also consider the long-term implications of grumpy staying. If employees are unhappy but choose to stay due to limited job opportunities, it could result in decreased motivation and productivity, as well as increased burnout and turnover once the job market improves. Therefore, it is crucial for organizations to proactively address employee concerns and create a positive and engaging work environment to retain top talent.