Something occurred last year that caused a change in the job market. Signs started appearing in windows along the route Haner took to work, indicating that businesses like McDonald's, Walgreens, and Taco Bell were all looking to hire new employees. It was clear that there was a high demand for workers in Midland, Michigan. Haner started to question why work couldn't be centered around individuals like himself. He found it ridiculous and decided to leave his job at Applebee's to take a remote sales position at a tech company. He was willing to take a chance, knowing he could easily find another job if things didn't work out. Over 40 million people left their jobs in various industries last year, sparking what was termed the Great Resignation, as well as other phrases like the Great Renegotiation, the Great Reshuffle, and the Great Rethink. Despite leaving their jobs, people were not giving up on working altogether. They still needed to earn income. Many of the financial assistance programs from the pandemic ended in the fall, leading to a decrease in savings rates to 6.4% by January, the lowest in nine years. However, workers discovered that they could pursue better opportunities for earning a living, such as higher pay and stable hours. Flexibility was a key factor for employees, as they were starting to see more support from their employers. Applebee's emphasized the importance of safety for both workers and guests, with the chief operations officer stating that aggressive behavior would not be tolerated. Workers across the nation were finding more opportunities and were empowered to reject the mistreatment they had previously endured from strict supervisors or abusive customers. In order to keep businesses operational, employers had to begin listening to their employees. According to Nick Bunker, director of economic research for North America at Indeed's hiring lab, people saw the abundance of job opportunities as a way to pay their bills rather than a rejection of work. As vaccines and stimulus money became available, businesses faced a shortage of workers and employees used this opportunity to reevaluate their expectations from their employers. This did not result in millions permanently disconnecting from work and getting rid of their laptops. This meant that low-wage workers were leaving their jobs and going to other businesses that were hiring. It also meant that white-collar workers, influenced by the competitive job market, were asserting their preferences for how and where they work. Tim Ryan, US chair of PwC, stated that their employees now have more control, as PwC is undergoing a three-year transition to allow for more flexible work options, including a large portion of the workforce going permanently remote. This transition is a significant investment of $2.4 billion, with Ryan comparing it to a scene from the 2003 movie "Pirates of the Caribbean." Ryan continued by referencing Capt. Hector Barbossa's dialogue about ghost stories, emphasizing the current transformation of the workplace that many people are unaware of. Data from the Bureau of Labour Statistics and the census reveals that many of last year's job quitters are actually job swappers, particularly in the leisure, hospitality, and retail industries. The rate of workers quitting in leisure and hospitality has risen to nearly 6% from 4% since the start of the pandemic. In the retail sector, the quitting rate increased to almost 5% from 3.5%. While white-collar employers continued to have difficulty hiring, they experienced a decrease in resignations. In finance, the quitting rate dropped at the beginning of the pandemic and is now slightly below 2%, while in media and technology it remained relatively stable, also below 2%. Workers who changed jobs often received higher pay, with wages growing by nearly 10% in leisure and hospitality and over 7% in retail over the past year. Workers were able to extend their shift hours, with fewer people working part-time involuntarily. While a small number of individuals left the workforce, mostly older men retiring before age 65, some are now returning to work. The retirement of baby boomers and the smaller number of young people entering the workforce has led to a tighter labor supply. Overall, people are still actively working due to financial necessity. Instead of giving up, many are seeking new jobs with higher pay and more hours. Workers have not changed their feelings about work, but rather their expectations have changed. Rebecca Givan, an associate professor of labour studies at Rutgers, stated that most people work because they need to, not because they want to. Now, workers are demanding more from their bosses and holding them accountable. Porsha Sharon, 28, still remembers the rude behavior she experienced from customers while working at Buddy's Pizza in Troy, Michigan. For example, one customer became upset when asked which kind of pizza they wanted, despite the extensive menu available. “Are you thick?” Sharon was ridiculed by other customers for wearing a mask. After enduring eight-hour shifts that left her with burning pain in her swollen feet, she received an offer in March to work as an administrative assistant at a law firm, a job she had previously done temporarily in college. Last month, she decided to quit her job at the pizzeria. Sharon remarked, "The previous generation used to stay in miserable jobs because that was expected of them. We are different, and I appreciate that about us." Katy Dean, the chief operating officer of Buddy's Pizza in Michigan, expressed that she and her colleagues are feeling overwhelmed and physically unwell due to being overworked by demanding customers. She noted that abusive customers are a difficult aspect of the current food service industry. Dean stated that they have empowered managers to ask disrespectful guests to leave the restaurant. This situation has been seen as a discouraging one for career advancement, but many workers have used their frustration as motivation to demand better working conditions. This includes calls for promotions, more stable hours, sick leave, bereavement leave, maternity leave, retirement plans, safety measures, and vacation time. A viral TikTok featured a sign outside of McDonald's that read "No one wants to work anymore," highlighting the widespread dissatisfaction among workers. Former Secretary of Labor Robert Reich responded by stating that no one wants to be taken advantage of anymore. Last year, when millions of people decided to quit their jobs, the impact was felt beyond just the companies and industries involved. While white-collar workers were not quitting their jobs as quickly as those in hospitality and retail, they were still making bold demands of their employers. With low unemployment rates and fierce competition for talent, employees are realizing their bargaining power and are using it, especially when it comes to flexibility. The closure of offices resulted in employees feeling a sense of independence that they were not ready to give up. Even some high-ranking executives on Wall Street acknowledged that traditional practices were no longer sustainable. Companies like Citigroup, Wells Fargo, and BNY Mellon informed their bankers that their return to the office would be a mix of remote and in-person work, not requiring them to commute five days a week. Only 8% of Manhattan office employees have returned to the office full-time, according to recent data. Lyssa Walker White, 38, shared that her quality of life greatly improved during the shutdown, leading her to switch jobs when her old employer expected her to come back to the office. Some employers brought their employees back to the office for part of the week, despite facing resistance. Apple, for instance, mandated a return to the office three days a week, prompting workers to express strong opposition in an open letter. The workers urged the company to stop dictating their office attendance and allow them to choose the optimal work arrangement for themselves. Apple did not provide a response and has maintained its hybrid return-to-office policy. In other white-collar workplaces, newly established unions advocated for the issue of remote work. The Nonprofit Professional Employees Union, for instance, saw an increase in its membership from 12 organizations and 300 workers in 2018 to around 50 organizations and 1,300 workers this year. One organization within the union successfully negotiated for managers to cover travel expenses for employees who had to commute. Another organization convinced management to provide written justification for any employee required to return to the office. At a recent industry conference, Jessica Kriegel, who heads the people and culture department at Experience.com, a technology company, exchanged stories with fellow human resources colleagues about dealing with demands from a more empowered staff. There were stories of employees requesting salary increases four times the size of their current pay. There were also stories of company meetings that used to be exclusive retreats in Napa, California, but now included junior staff in town hall settings. Kriegel mentioned how she had given a significant raise to a top performer, and witnessed another employee advance through three promotions in a year, going from a contributor to a director to a vice president. Kriegel noted that some employees were requesting title changes without any financial promotion just to update their LinkedIn profiles. The human resources director finds it surprising when colleagues mention that employees are being overworked, as she sees her staff actively seeking out the type of work they want to do. She said that people are starting to feel more confident and less fearful, with a focus on great ambition rather than being against ambition. For example, Haner, who used to work at Applebee's, recently received a significant 16% raise at his new job, which pays him much more per hour than his previous job. He speaks highly of the meaningful conversations he has with his manager at his new job, and was pleasantly surprised when he was granted bereavement leave for his grandfather's funeral, something he believes would not have been allowed at Applebee's. Even though work is still work, the feeling of dread that used to accompany his morning alarm has been replaced by a new feeling: "They show us respect."