It's no secret that due to COVID-19 and the rippling impact it has had on our economy, that many have been in career jeopardy. Some employers have had to make the tough choice to lay off/furlough employees. In some cases, employees are told that they are completely cut out, others have secured benefits, some have directly advised associates to apply for unemployment benefits. Some employers have gone the extra mile, announcing that they will continue paying employees, often inherent on role, through a determined date. In each case, the employee is faced with a series of choices.

Concurrently, there are a number of companies, especially those in warehousing, e-commerce, grocery, and logistics that are announcing the dire need for employees. As a result, many of those previously outlined have connected the dots and jumped ship to these employers. In some cases, the individual received a raise in the process, or at least mitigated the salary cut that they may have faced with unemployment. Some in the group where pay was guaranteed have figured out ways to "double dip" while their primary career is on hold.

Take, for instance, an interesting anecdote that follows a full time employee at a gym, who has been out of work (the gym closed on March 30, 2019), but guaranteed 6 weeks of pay. Facing uncertainty, she immediately got on board with Amazon and gained a $1000 sign-on bonus. By making this move, she is currently earning two full time salaries, and plans on resigning from her role at the gym once they reopen. Another story is based on a part-time customer service agent for a major airline corporation. She loved her role, as it paid $13/hr and worked around her school schedule. Her company has chosen full layoffs, with the message that employees will be recalled once they reopen. Rather than file for unemployment and wait for her recall, she has entered the gig economy, working as a food delivery associate and averaging about $16/hr, after expenses. She has no intention of returning if the airline recalls her.

These stories, along with countless more, are coming to life. Many managers have prepared for a day where business returns to normal; a call is made and teammates arrive. This may not be the reality. Many employees, often those with marketable skills and the intensity to go above and beyond, may not return, frequently without notice. Some of the best employees may not be patient, and will find ways to push forward and step out in pursuit of other options. This drive may be the very characteristic that attracted employers to hire these individuals, prior to the crisis. We have the option to be cognizant of these possibilities and prepare accordingly.