Should They Stay or Should They Go? The Post-COVID Stagnation Trap

Apr 14, 2026 | IT

“Should I stay or should I go now? If I go, there will be trouble… If I stay, it will be double.” The Clash may have been singing about a relationship, but in 2026, it’s the theme song for thousands of IT & Tech professionals.

The Narrative: Over the last few years, many long-term employees have felt “handcuffed” to their roles. Whether it’s the security of a legacy contract or the hybrid/remote setups that new employers are hesitant to match, there is a massive wave of “pent-up frustration.”

The Stagnation Factor: Many are desperate for change. They feel the “same shit, different day” syndrome—stagnation, few new projects, and no path forward. Some are even looking to move for similar or lower salaries just to feel a spark again.

The Employer’s Opportunity: When that resignation finally lands, don’t immediately reach for the counter-offer. Ask yourself:

Is this a “Golden Opportunity”? You could replace them with a “New Broom”—someone motivated to prove themselves, modernize, and embrace AI and Automation.
Are they too comfortable? Can you really reignite the flame in someone who is just holding onto the status quo?

The Result: Yes, I’m biased—I’m a recruiter. But replacing a stagnant manager with a fresh, motivated hire including our fee could save you thousands in lost productivity and reignite your internal culture.