THE FIRST SIX MONTHS OF 2022 CONFIRMED A TREND THAT EXPLODED WITH THE COVID PANDEMIC THE SO-CALLED GREAT RESIGNATION THE MASS FLIGHT FROM ONE'S JOB.
A new wave of goodbyes in the wake of that disaffection with one's old work dimension. It seems to have been influenced by a collapse of the sense of belonging to the company, all the more acute in the new and very new generations. The reasons for leaving seem to correspond to the most typical malaises of young people in the labor market, from dissatisfaction with assignments to disinterest in the work they do to the absence of clear and shared goals in their professional future. The consequences of the departure affect companies grappling with work overload and the desire to emulate the remaining employees, which can only exacerbate staff shortages in the future.
POSSIBLE SOLUTIONS TO LARGE RESIGNATIONS
How to remedy this? By retaining those resources who seem increasingly eager to change their ways by emancipating themselves from an environment that has failed to value them. The first answer comes from attempting to renew human resource strategies by adapting them to the needs of generations that are pretty different in priority approach than in the past. The list of improvement measures starts with what should be the foundations of a healthy labor market, such as adequate growth opportunities and training paths that avoid excessive static profiles. Another cornerstone is flexible work schedules and workplaces, one of the most impactful legacies of the Pandemic years. Today, less than half of managers believe that their company does not know how to reconcile personal and work lifetimes, a heavy limitation, especially for generations that have abandoned a purely functional logic and its occupation work must generate emotional well-being and integrate today with a life project, otherwise, we might as well stop working. Entrepreneurs, in collaboration with their employees, must find specific solutions to the problems we have been talking about. Never before has the dialogue between management and employees had to be constantly activated and maintained over time...
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