It’s a scenario playing out in corporate offices across Lagos, Abuja, and Port Harcourt. A top-performing team lead at a leading bank, someone everyone thought was a “lifer,” tenders their resignation. The office buzzes with speculation. Did a rival bank poach them with a massive offer? The truth is often more surprising. They’re not moving to another skyscraper on the Marina; they’re joining a fully remote global tech company that pays in dollars, or they’ve decided to go all-in on the thriving e-commerce business they’ve been building on the side. This is not an isolated incident. It’s a quiet but powerful tremor shaking the foundations of the Nigerian professional landscape.
The world has been talking about “The Great Resignation,” a term coined to describe the wave of employees voluntarily leaving their jobs in the wake of the COVID-19 pandemic. But in a country with a significant unemployment rate, the idea of people willingly quitting their jobs can seem like a foreign concept, a luxury we can’t afford. But to dismiss it would be to miss one of the most significant shifts in our modern workforce. The Great Resignation is happening in Nigeria, but it has a unique, distinctly Nigerian flavour. It’s not just about changing jobs; it’s about a fundamental reassessment of work, life, and the very definition of a “good job.”
This article explores the powerful undercurrents driving this wave of departures. We will move beyond the global headlines to uncover the local realities—from the pervasive “Japa” syndrome and the flight to hard currency, to the quiet rebellion against toxic work cultures. This is the story of the Great Resignation, Nigerian style.
More Than a Trend: The Uniquely Nigerian Context
First, it’s crucial to understand that the Nigerian Great Resignation is not a carbon copy of what’s happening in the West. It is not a widespread phenomenon affecting every sector and demographic. Instead, it is highly concentrated among a specific group: Nigeria’s highly skilled, digitally savvy, and upwardly mobile professional class. This includes software engineers, product managers, digital marketers, senior finance professionals, and creatives—the very people who are the engine of the modern economy.
The COVID-19 pandemic acted as a global catalyst. For Nigerian professionals, the lockdowns and the shift to remote work did three things. First, it shattered the illusion of corporate loyalty and job security. Second, it proved that productive work could be done from anywhere, breaking the mental chains that tied talent to a physical office. Third, it provided a rare moment of pause, giving people the time and space to reflect on their careers, their health, and their life goals.
This collective reassessment is happening within a pressure-cooker economic environment. Soaring inflation, a relentlessly devaluing Naira, and a rising cost of living mean that a static salary in Naira is, in reality, a pay cut year after year. For many, staying put is no longer a safe option; it’s a financially losing game. This economic reality is the fuel powering the five key drivers of this professional exodus.
Driver 1: The “Japa” Phenomenon – The Ultimate Resignation
The most visible and defining feature of the Nigerian Great Resignation is the mass emigration of skilled professionals, popularly known as the “Japa” syndrome—a Yoruba word meaning “to flee” or “to escape.” This is the ultimate resignation, not just from a job, but from the country itself. Professionals in critical fields like medicine, tech, and finance are leaving in droves for countries like Canada, the United Kingdom, the United States, and Germany.
They are not just seeking higher salaries; they are seeking a higher quality of life. They are running from insecurity, a lack of basic infrastructure, and political and economic uncertainty. They are running towards better opportunities for their children, access to quality healthcare, and a more stable and predictable future. For many, a job in Nigeria, no matter how good, is seen as a temporary stop while they process their visas and plan their exit. This brain drain is creating a massive skills gap, leaving Nigerian companies in a constant and costly cycle of hiring and retraining, as their most experienced employees become their latest export.
Driver 2: The Quest for Hard Currency – Escaping the Naira’s Volatility
For those who choose to stay in Nigeria, a new and powerful career goal has emerged: earning in a stable foreign currency. Professionals are actively resigning from well-paying Naira-based jobs to take up remote positions with international companies that pay in US Dollars, Euros, or Pounds Sterling. The logic is simple and brutally pragmatic. A monthly salary of $4,000, while perhaps average for a mid-level role in the US, is a king’s ransom in Nigeria. It provides a powerful hedge against the Naira’s volatility and the country’s crushing inflation.
This trend has been supercharged by the global normalization of remote work. A skilled Nigerian software developer no longer needs a visa to work for a company in Berlin; they just need a laptop and a reliable internet connection. This has created a global talent marketplace where Nigerian professionals can compete on skill and be compensated at a rate that reflects their global value, not just their local market. Companies that insist on paying in a depreciating currency are finding it increasingly difficult to retain their best people, who can now earn multiples of their local salary without leaving their homes.
Driver 3: The Revolt Against Toxic Work Culture
For too long, a certain kind of “sufferhead” mentality has been accepted as normal in many Nigerian workplaces. This toxic culture often includes expectations of excessively long hours for inadequate pay, bosses who lead by fear and intimidation, a lack of recognition for hard work, and a near-total disregard for work-life balance and mental health. The pandemic was a breaking point.
Having experienced the autonomy and flexibility of remote work, many professionals are now refusing to return to that old reality. They are no longer willing to sacrifice their well-being and family life for a job that doesn’t respect them. The rise of a new generation of progressive local startups and the influence of global work cultures have shown them that there is a better way. They are resigning from jobs with toxic bosses and draining environments and are actively seeking out companies that prioritize a positive culture, employee well-being, and mutual respect. The power dynamic has shifted; the most skilled workers are now interviewing companies on their culture just as much as companies are interviewing them on their skills.
Driver 4: The Side Hustle Becomes the Main Gig
The side hustle is a quintessential part of the Nigerian professional experience, born out of a need to supplement income in a tough economy. For years, people have been running small businesses—e-commerce stores, content creation channels, fashion labels, catering services—in their evenings and on weekends. The pandemic lockdown economy provided a unique opportunity for many of these side hustles to flourish. With more people at home and shopping online, many of these small ventures experienced explosive growth.
Now, many professionals have reached a tipping point. Their side hustle is no longer just “extra” income; it is consistently generating more revenue than their 9-to-5 salary, and providing a level of fulfillment and autonomy their day job never could. They are making the calculated decision to resign and become full-time entrepreneurs. They are choosing to bet on themselves, trading the perceived security of a monthly salary for the unlimited potential of building their own dream. This is a resignation driven not by dissatisfaction with the old job, but by the irresistible pull of a new and more rewarding future they built for themselves.
Driver 5: Stagnation and the Vanishing Growth Ladder
The final driver is a silent but powerful one: the feeling of being stuck. Many professionals, particularly in large, traditional, and hierarchical organizations, feel like they are running on a treadmill. Promotions are slow, often based on seniority or office politics rather than merit. There is little investment in training or professional development, and the career ladder seems to have missing rungs.
Millennial and Gen Z professionals, who now make up the bulk of the workforce, have a different set of expectations. They crave learning, rapid skill acquisition, and a clear, transparent path for career advancement. When faced with a stagnant environment where their growth is stifled, they don’t wait around for years hoping for a change. They resign. They actively seek out more dynamic environments, such as fast-growing startups or international companies, that offer mentorship, challenging projects, and the opportunity to learn and grow at an accelerated pace. They are not just leaving a job; they are leaving a dead end.
How Can Nigerian Companies Stop the Bleeding?
Employers can no longer afford to be complacent, assuming that the high unemployment rate gives them the upper hand. The best and brightest now have a world of options. To attract and, more importantly, retain top talent in this new era, companies must fundamentally evolve.
- Pay Competitively and Creatively: Benchmarking salaries against the local market is no longer enough. Companies must be aware of global salary trends and consider creative solutions, such as offering USD-denominated salaries or performance bonuses for key roles.
- Detoxify the Culture: The era of the tyrannical boss is over. Companies must invest in leadership training, promote psychological safety, and build a culture rooted in respect, appreciation, and a genuine commitment to work-life balance.
- Embrace Flexibility: The demand for remote and hybrid work is not going away. Forcing a full return to the office is a surefire way to lose top talent. Offering flexibility is now a key competitive advantage.
- Invest in Growth: Create clear, transparent career paths. Provide budgets for training, certifications, and professional development. Show your employees that you are invested in their future, and they will be more likely to see a future with you.
Conclusion
The Great Resignation, Nigerian style, is not a fleeting trend born from pandemic-era restlessness. It is a profound and rational response to a confluence of economic pressures, cultural shifts, and new global opportunities. It is a movement driven by a collective search for economic stability, a firm rejection of toxic work environments, and a deep-seated desire for personal autonomy and professional growth.
This is a major wake-up call for Nigerian employers. The traditional power dynamic has irrevocably shifted. The most valuable currency in the new world of work is not just a paycheck, but a positive culture, genuine flexibility, and a real opportunity to grow. To win the war for talent, companies must evolve from simply demanding loyalty to earning it, day in and day out.