Some of our brand new data looks at what everybody's calling the great resignation, but what the data actually show is the great reprioritization report, looking at different things that they want from work different priorities, resetting the things that matter to them. So I'm going to share some of those with you very briefly and let you understand just how this is actually playing out.
I'll tell you a quick story that illustrates this so well. Years ago, the United States air force was crashing more planes than ever before it was happening after world war two. And so they were thinking maybe, they're safer than ever. They've got new features. They've got new ways to keep our pilots safe, but they're crashing more than ever before.
So maybe the pilots are a different size than the pilots who they were built around originally. So the certain. All of the pilots, their height, their LinkedIn, their thumbs, the circumference of their neck, the size of their boots, all the things you can possibly imagine around the size of a person, hundreds of measurements.
And then they average those together. Okay. So the average person is between this much and as much tall, they have this big of a boot size. They have this long of an arm, all those things, but one of the researchers said, I wonder how. How many of our pilots are actually in that range. So he went through and he looked at all the data.
And for thousands of pilots, there were exactly zero who hit average on all the numbers. So when he pulled that back to just three measurements, three specific ones, and he started actually measuring the pilots and those, he found that the percentage of them were in the single digits that hit average on just those three metrics.
And that's a reminder what you're going to see in the data that this is not a human discussion. Average is a math thing. It's not a human thing. So we start looking at people. That's one of the biggest reasons we started this research is because when someone says 50, 60, 70% of your people are going to turn over the questions we're getting from our advisory board for other HR and talent executives, we're talking to in our research, the question is okay, but which.
So we got into this to, to break it down and make it more actionable. And that's when we started finding some of these really intriguing things. You don't need to hear more about me. This is who I am. This is what we do. This is the work we do at house. We understand the trends, best practice what's happening in the space and help employers make better decisions.
We also support the vendor community. If you want to know who the providers are, who the technologies are, we help with that. We also support the technology companies out there with. Research writing to help them engage with and support the community with real and actionable insights.
So a couple of stats from the study, just to give you some insight here in the data, 2000 workers that are currently employed, almost half of them said, Hey, I'm not quitting my job anytime soon, I have no plans to I'm actually pretty good. There was a percentage that said I quit and I'm starting one. I quit.
And I haven't gone back to work. There's also a chunk that said I'm planning to absolutely it's on the horizon. It's going to be happening about a third of people said I'm going to be quitting sometime soon, but I want to show you that those aren't people that are just committed to quitting, no matter what, we have an option to save them, to retain them, to keep.