Last year, there was a change in the job market in Midland, Michigan. Signs started appearing in windows advertising job openings at places like McDonald's, Walgreens, and Taco Bell. It was clear that there was a high demand for workers in the area. Haner started to question why work couldn't be centered around individuals like himself. He left his job at Applebee's and took a remote sales position at a tech company. He took a chance on the new opportunity, confident that if it didn't work out, he could easily find another job. Last year, over 40 million people left their jobs, particularly in retail and hospitality, leading to what was dubbed the Great Resignation. However, people were not abandoning work entirely. They still needed to earn money. A lot of the financial assistance provided during the pandemic ended in the fall, and savings rates decreased to 6.4% by January, the lowest in nine years. However, workers discovered that they could find more lucrative opportunities for employment, such as higher wages and stable hours. Flexibility was a key aspect that employees were seeking from their employers, and it seemed like they were receiving it. Applebee's emphasized the importance of the safety of its workers and customers. The company's chief operations officer, Kevin Carroll, stated that any aggressive behavior was not allowed. Workers across the nation had many opportunities and could now reject things they were previously required to endure, such as strict bosses or mistreatment from customers. In order to keep businesses operating successfully, employers had to start paying attention to their employees' needs. Nick Bunker, director of economic research for North America at Indeed's hiring lab, noted that rather than a rejection of work, many people saw the abundance of job opportunities as a way to support themselves financially. As vaccines and stimulus money became available, businesses faced a shortage of workers and employees used this opportunity to reassess their expectations from their employers. However, this did not result in millions of people quitting their jobs and abandoning remote work altogether. It meant that low-wage workers would leave their current jobs and go to another business with a "hiring" sign. It also meant that white-collar workers, benefitting from the tight labor market, would assert their preferences for how and where they work. Tim Ryan, US chair of PwC, stated that their employees have significant influence, as the company undergoes a three-year transition to allow for more flexible work options, including remote work. This transition is a substantial investment, estimated at $2.4 billion. The scale of this workplace change is so significant that the executive of the 55,000-employee company used a Disney reference from 2003 to describe it, likening it to a line from "Pirates of the Caribbean." Ryan continued by referencing Capt. Hector Barbossa's dialogue about ghost stories, stating that we are currently experiencing a significant transformation in the workplace without even realizing it. Data from the Bureau of Labour Statistics and the census indicates that many people who left their jobs last year actually switched to a different job instead of quitting altogether. The data shows a close correlation between the rate of quitting and swapping. Job switchers are primarily in the leisure, hospitality, and retail industries, with a notable increase in workers quitting in leisure and hospitality from 4% to nearly 6% since the start of the pandemic. In the retail sector, the job 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 industries such as finance, media, and technology, the rate of quitting remained low, just under 2%. When employees changed jobs, they often received higher pay. Wages in leisure and hospitality grew by nearly 10% in the past year, and by over 7% in the retail sector. Workers were able to work longer hours due to a decrease in the number of people working part-time involuntarily. While a small percentage of individuals left the workforce, mainly older men retiring before age 65, some are now returning to work. The retirement of baby boomers and fewer younger people entering the workforce has led to a tighter labor supply. Overall, people are still actively participating in the workforce as they cannot afford to stop working. In the past year, there has been less resignation and more movement towards new jobs, increased hours, and higher pay. Workers have not changed their feelings towards work, but rather their expectations. According to Rebecca Givan, an associate professor of labour studies at Rutgers, workers are now demanding more from their bosses and holding them accountable. Porsha Sharon, 28, recalls witnessing customer outbursts at Buddy's Pizza in Troy, Michigan, where customers would become upset over simple requests. Other customers made fun of Sharon for wearing a mask, asking her if she was dense. Sharon endured eight-hour shifts at the pizzeria that left her with burning pain in her swollen feet. In March, she received an offer to work as an administrative assistant at a law firm, a job she had previously done temporarily in college. Last month, she quit the pizzeria. Sharon reflected on how the previous generation stayed in miserable jobs because they felt they were supposed to, but she is grateful that her generation is different and does not feel obligated to stay in unhappy work situations. Katy Dean, the chief operating officer of Buddy's Pizza, a restaurant chain in Michigan, expressed how some employees feel overwhelmed and physically ill due to being overworked. She mentioned that dealing with abusive customers has become a difficult aspect of the current food service industry. In response to disrespectful behavior from guests, managers are given the authority to ask them to leave the restaurant. This situation at work has been labeled as lacking in ambition, but it has led many employees to demand better working conditions and benefits such as promotions, stable schedules, sick leave, and retirement plans. A sign outside a McDonald's featured in a viral TikTok video stated, "No one wants to work anymore." 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 leave their jobs, the impact was felt beyond just the companies and industries involved. While white-collar workers were not resigning as quickly as those in hospitality and retail, they still made strong demands of their employers, recognizing the low unemployment rate and high competition for talent. According to Bunker, there is a fear of resigning rather than actual resignations, as employees are aware of their bargaining power and are using it, especially in terms of flexibility. The closure of offices resulted in employees feeling a sense of independence that they were not willing to give up. Even some high-ranking executives on Wall Street realized that traditional practices were no longer feasible. Companies such as Citigroup, Wells Fargo, and BNY Mellon informed their employees that their return to the office would be a combination of in-person and remote work, rather than requiring them to commute five days a week. Only 8% of Manhattan office workers have resumed working in the office full-time, according to recent data from the Partnership for New York City. Lyssa Walker White, 38, stated that her quality of life greatly improved after transitioning to a nonprofit job earlier this year, as her previous employer expected her to return to the office, which she found unappealing. Some employers proceeded to ask their employees to come back to the office for at least part of the week, only to encounter resistance. Apple, for instance, mandated a three-day office return policy and received a strongly-worded letter from employees expressing their strong opposition to in-person work. The workers urged the company to stop trying to dictate their office presence and instead allow them to determine what works best for them in order to produce their best work. Apple chose not to respond to the letter and is maintaining its hybrid return-to-office policy. Other white-collar workplaces saw newly established unions advocating for remote work. The Nonprofit Professional Employees Union, for instance, saw a significant increase in membership from 12 organizations and 300 workers in 2018 to approximately 50 organizations and 1,300 workers this year. One organization within the union negotiated for managers to cover travel expenses for workers who had to commute, while another successfully pushed for written justification to be provided to employees required to return to the office. During a recent industry conference, Jessica Kriegel, the head of people and culture at Experience.com, exchanged stories with fellow human resources colleagues about navigating the demands of a more empowered staff. There were stories of employees requesting salary increases that were four times their current pay. Stories were also circulating about changes in company strategy meetings, which used to be exclusive retreats in Napa, California, but were now including junior staff in town hall meetings. Kriegel mentioned giving a significant raise to a top performer and witnessing another individual receive three promotions in just one year, going from a contributor to a director to a vice president. Kriegel noted that some employees were seeking title changes on LinkedIn without any financial promotion, even at the entry level. The human resources director finds it surprising when coworkers complain about overworking, as she observes her staff pushing for the type of work they desire. She mentioned that people are starting to feel more confident and less fearful, emphasizing that it is not about being against ambition but rather having great ambition. Haner, who previously worked at Applebee's, recently received a 16% raise at his new job, significantly increasing his hourly pay compared to what he earned at Applebee's. He excitedly talks about the meaningful discussions he has with his manager when friends inquire about his new job. Unlike at Applebee's, where he expected disapproval for requesting time off for his grandfather's funeral, he was pleasantly surprised to learn that his new company offers bereavement leave. Even though work is still work, the feeling of dread when his morning alarm goes off has lessened because of a newfound sense of respect from his employers.