The world of work has been disrupted by Covid-related adaptations, changing the way many see their careers. From Remote work to positions with high physical proximity, workers in the health industry, tech industry and x and y gens are taking a leap, quitting their jobs and riding the wave.
Why this is happening, Employee engagement, Career design and what your company could do to manage the phenomenon
Galit Rubinstein,
Head of Organizational and HR Consulting and Career development at Adam Milo.
Check out Snagajob's "6 Surprising Hourly Job Seeker Insights to Fuel Your Hiring Strategy" webinar presentation now for an exclusive first look at our Q3 State of the Hourly Worker survey results.
We cover the 6 most compelling findings—plus, how employers can incorporate them into your hiring and recruitment plans.
View on-demand webinar on Snagajob: https://goo.gl/DkGxE1
How to Fortify a Diverse Workforce to Battle the Great ResignationMiloudtvShope
The Great Resignation, also known as The Great Realignment, wreaked havoc in organizations and businesses. It's left many leaders scratching their heads, trying to understand the climate, and scrambling to find solutions to keep their top talent from departing, all while attempting to increase engagement and drive productivity. Organizations who have been able to overcome this time focused and doubled down on one key element of their people strategy: People first & focused engagement programs. This approach has not only allowed them to retain their talent, but to provide an avenue for growth in this incredibly competitive market, strengthening their employer branding along the way.
In this session, you will learn:
• The core power of The Great Resignation and how to build retention resilience
• How to identify your employer brand’s “secret sauce” as the foundation of your next engagement strategy
• How to reclaim the talent market and hire the best and brightest talent in the market today
• How to align with your workplace culture to create unity and connection
How to Fortify a Diverse Workforce to Battle the Great ResignationAggregage
The Great Resignation, also known as The Great Realignment, wreaked havoc in organizations and businesses. It's left many leaders scratching their heads, trying to understand the climate, and scrambling to find solutions to keep their top talent from departing, all while attempting to increase engagement and drive productivity. Organizations who have been able to overcome this time focused and doubled down on one key element of their people strategy: People first & focused engagement programs. This approach has not only allowed them to retain their talent, but to provide an avenue for growth in this incredibly competitive market, strengthening their employer branding along the way.
In this session, you will learn:
• The core power of The Great Resignation and how to build retention resilience
• How to identify your employer brand’s “secret sauce” as the foundation of your next engagement strategy
• How to reclaim the talent market and hire the best and brightest talent in the market today
• How to align with your workplace culture to create unity and connection
[ON-DEMAND WEBINAR] How To Hire More Employees & Keep Them Happy: Tips To Att...Rea & Associates
Businesses are facing a talent shortage as, these days, it's a job-seeking market. Prospective employees are able to be pickier when it comes to choosing the organization they would like to build a career with. From the outside looking in, how is your organization viewed? Attracting and retaining key talent is fundamental to your organization's success. Understanding best practices and following strategic employer resources could lead your organization to become an employer of choice. If you are determined to hire more employees in the coming months or years, register for this free webinar.
Renee West, SHRM-SCP, lead HR consultant and leader of Rea & Associates' HR consulting practice will share tips that will help you better position your organization in today's competitive marketplace. She will also talk about company culture and how yours can help bring more employees in the door and encourage them to stay. These professional services tips will help you identify ideal employees and keep them for the long term.
Hire More Employees With These Learning Objectives
Those looking to hire more employees and keep them happy once they get there to reduce employee turnover should check out this free, hour-long webinar to achieve the following learning objectives. You will:
- Gain insight on strategic recruitment and practices to help attract key talent and retain talent.
- Dive deep into state resources, including Ohio Means Jobs, and credits for employers to grow and develop current employees.
- Learn how to implement internal recruitment programs, including internship initiatives, apprenticeships, and referral incentives.
- Break down employee retention strategies and the benefits and compensation strategies employers should have in place to keep existing employees happy and on the payroll.
- And so much more ...
#ReaCPA #HRSolutions #HireBetter
Employee Benefits & Perks report: Attract & retain the best talenthibob
Only 1 in 3 employees need or understand the perks provided by their companies. An effective employee benefits program is crucial when attracting, inspiring & retaining talent.
Check out Snagajob's "6 Surprising Hourly Job Seeker Insights to Fuel Your Hiring Strategy" webinar presentation now for an exclusive first look at our Q3 State of the Hourly Worker survey results.
We cover the 6 most compelling findings—plus, how employers can incorporate them into your hiring and recruitment plans.
View on-demand webinar on Snagajob: https://goo.gl/DkGxE1
How to Fortify a Diverse Workforce to Battle the Great ResignationMiloudtvShope
The Great Resignation, also known as The Great Realignment, wreaked havoc in organizations and businesses. It's left many leaders scratching their heads, trying to understand the climate, and scrambling to find solutions to keep their top talent from departing, all while attempting to increase engagement and drive productivity. Organizations who have been able to overcome this time focused and doubled down on one key element of their people strategy: People first & focused engagement programs. This approach has not only allowed them to retain their talent, but to provide an avenue for growth in this incredibly competitive market, strengthening their employer branding along the way.
In this session, you will learn:
• The core power of The Great Resignation and how to build retention resilience
• How to identify your employer brand’s “secret sauce” as the foundation of your next engagement strategy
• How to reclaim the talent market and hire the best and brightest talent in the market today
• How to align with your workplace culture to create unity and connection
How to Fortify a Diverse Workforce to Battle the Great ResignationAggregage
The Great Resignation, also known as The Great Realignment, wreaked havoc in organizations and businesses. It's left many leaders scratching their heads, trying to understand the climate, and scrambling to find solutions to keep their top talent from departing, all while attempting to increase engagement and drive productivity. Organizations who have been able to overcome this time focused and doubled down on one key element of their people strategy: People first & focused engagement programs. This approach has not only allowed them to retain their talent, but to provide an avenue for growth in this incredibly competitive market, strengthening their employer branding along the way.
In this session, you will learn:
• The core power of The Great Resignation and how to build retention resilience
• How to identify your employer brand’s “secret sauce” as the foundation of your next engagement strategy
• How to reclaim the talent market and hire the best and brightest talent in the market today
• How to align with your workplace culture to create unity and connection
[ON-DEMAND WEBINAR] How To Hire More Employees & Keep Them Happy: Tips To Att...Rea & Associates
Businesses are facing a talent shortage as, these days, it's a job-seeking market. Prospective employees are able to be pickier when it comes to choosing the organization they would like to build a career with. From the outside looking in, how is your organization viewed? Attracting and retaining key talent is fundamental to your organization's success. Understanding best practices and following strategic employer resources could lead your organization to become an employer of choice. If you are determined to hire more employees in the coming months or years, register for this free webinar.
Renee West, SHRM-SCP, lead HR consultant and leader of Rea & Associates' HR consulting practice will share tips that will help you better position your organization in today's competitive marketplace. She will also talk about company culture and how yours can help bring more employees in the door and encourage them to stay. These professional services tips will help you identify ideal employees and keep them for the long term.
Hire More Employees With These Learning Objectives
Those looking to hire more employees and keep them happy once they get there to reduce employee turnover should check out this free, hour-long webinar to achieve the following learning objectives. You will:
- Gain insight on strategic recruitment and practices to help attract key talent and retain talent.
- Dive deep into state resources, including Ohio Means Jobs, and credits for employers to grow and develop current employees.
- Learn how to implement internal recruitment programs, including internship initiatives, apprenticeships, and referral incentives.
- Break down employee retention strategies and the benefits and compensation strategies employers should have in place to keep existing employees happy and on the payroll.
- And so much more ...
#ReaCPA #HRSolutions #HireBetter
Employee Benefits & Perks report: Attract & retain the best talenthibob
Only 1 in 3 employees need or understand the perks provided by their companies. An effective employee benefits program is crucial when attracting, inspiring & retaining talent.
Dispatches From The New Economy: The On-Demand Economy And The Future Of WorkIntuit Inc.
From delivery, transportation and household errands, to professional services and consulting, the on-demand economy is changing the way people consume goods and services. It is also changing the way people work. Intuit and Emergent Research forecast that the number of people working on-demand jobs will grow from 3.2 million Americans to 7.6 million by 2020. This is a once in a generation opportunity to empower the future of work and a new face of entrepreneurship.
Dispatches from the New Economy: The On-Demand Workforce provides a detailed analysis of the demographics, motivations and challenges of workers pursuing on-demand jobs. The data comes from a study from Intuit and Emergent Research that examined people working via eleven on-demand economy and online talent marketplace companies. Study participants included: Deliv, Field Nation, HourlyNerd, MBO Partners, OnForce, Uber, Upwork (formerly Elance-oDesk), Visually, Wonolo, and Work Market.
Methodology
A total of 4,622 workers who find work opportunities via the platforms provided by the participating partner companies completed an online survey between September 11 and October 1, 2015. The results were weighted to reflect the proportion of workers in each of the following segments: Drivers/Delivery, Online Talent Marketplaces and Field Service/Onsite Talent. The weights were developed using earlier survey work that sized the on-demand economy. The largest weighted share of on-demand worker respondents from any single company is 16%, with most partner companies providing less than 10% of the respondents.
This unique research shares insight into the primary engagement drivers of over 600 professionals in the Luxembourg market and how you can use this to drive your organisations performance.
3 Years In IT Sector, What Next: Study By AIM & Jigsaw AcademyPraj H
From education to upskilling and organisational partnerships for further studies, today’s young professionals have found many ways to fight career ennui.
3 Years In IT Sector, What Next? Study By AIM & Jigsaw AcademyPraj H
The field of information technology is evolving at a faster rate than usual. Areas like artificial intelligence, data science, data analytics and internet of things, among others, are now being integrated with industries across all sectors. Many times, it becomes difficult to keep track of these technologies and keep up with them.
Navigating a World of Work: Strong Sentiments From 1,350 Employees and Their ...Michel Falcon
Michel Falcon and Shane Skillen surveyed 1,350 employees to better understand how they are feeling during COVID-19, what their expectations are and what matters them the most returning to their workplace.
These sentiments have been collected and packaged into a playbook with recommended best practices. Organizations can leverage this document to help design their relaunch efforts to maximize productivity, influence employee engagement and rebuild their company culture.
The Season of Churn: Pandemic-Influenced Employee TurnoverSogolytics
While remote work and flexibility might seem like positives, the workplace changes brought about by the pandemic have had a significant impact on employee turnover. How can employers retain talent and strengthen engagement despite the challenges?
As one generation takes the reins of power and another enters the workforce for the first time, attitudes towards work and its place in our lives are changing. Meanwhile, economic forces are changing the structure of businesses, and in some cases putting more pressure on a smaller number of staff.
In this interview with The Economist Intelligence Unit Sir Cary Cooper, professor of organisational psychology and health at Lancaster University in the UK, explains how these shifts require companies to show more consideration for their employees’ health and well-being, and why that is fundamentally changing the role of managers.
Preparing Leaders for the Workforce of the FutureAnne Loehr
There are big changes coming to the American workforce. In order to survive and thrive in the very different workplace of tomorrow, organizations need to know, plan and stay in front of these changes. Here's a sneak peek to my keynote, "Preparing Leaders for the Workforce of the Future."
Every year, Tiger Recruitment releases a Salary and Benefits Review which collates the data from a survey of 2,700 staff. This year, we knew things would be different.
COVID-19 has significantly impacted many of the results in the review. For example, the top priorities for jobseekers this year were salary and job security, which is a shift away from last year’s top priority, work environment.
Find a breakdown of the salary survey results below.
In this report, we look at five key changes that have already begun to occur in the workforce landscape, and provide strategic actions to aid the process of organizational transition to adapt to them.
This presentation describes the project and process BioBridge Global pursued to allow employees the ability to discover career paths within the organization.
Dispatches From The New Economy: The On-Demand Economy And The Future Of WorkIntuit Inc.
From delivery, transportation and household errands, to professional services and consulting, the on-demand economy is changing the way people consume goods and services. It is also changing the way people work. Intuit and Emergent Research forecast that the number of people working on-demand jobs will grow from 3.2 million Americans to 7.6 million by 2020. This is a once in a generation opportunity to empower the future of work and a new face of entrepreneurship.
Dispatches from the New Economy: The On-Demand Workforce provides a detailed analysis of the demographics, motivations and challenges of workers pursuing on-demand jobs. The data comes from a study from Intuit and Emergent Research that examined people working via eleven on-demand economy and online talent marketplace companies. Study participants included: Deliv, Field Nation, HourlyNerd, MBO Partners, OnForce, Uber, Upwork (formerly Elance-oDesk), Visually, Wonolo, and Work Market.
Methodology
A total of 4,622 workers who find work opportunities via the platforms provided by the participating partner companies completed an online survey between September 11 and October 1, 2015. The results were weighted to reflect the proportion of workers in each of the following segments: Drivers/Delivery, Online Talent Marketplaces and Field Service/Onsite Talent. The weights were developed using earlier survey work that sized the on-demand economy. The largest weighted share of on-demand worker respondents from any single company is 16%, with most partner companies providing less than 10% of the respondents.
This unique research shares insight into the primary engagement drivers of over 600 professionals in the Luxembourg market and how you can use this to drive your organisations performance.
3 Years In IT Sector, What Next: Study By AIM & Jigsaw AcademyPraj H
From education to upskilling and organisational partnerships for further studies, today’s young professionals have found many ways to fight career ennui.
3 Years In IT Sector, What Next? Study By AIM & Jigsaw AcademyPraj H
The field of information technology is evolving at a faster rate than usual. Areas like artificial intelligence, data science, data analytics and internet of things, among others, are now being integrated with industries across all sectors. Many times, it becomes difficult to keep track of these technologies and keep up with them.
Navigating a World of Work: Strong Sentiments From 1,350 Employees and Their ...Michel Falcon
Michel Falcon and Shane Skillen surveyed 1,350 employees to better understand how they are feeling during COVID-19, what their expectations are and what matters them the most returning to their workplace.
These sentiments have been collected and packaged into a playbook with recommended best practices. Organizations can leverage this document to help design their relaunch efforts to maximize productivity, influence employee engagement and rebuild their company culture.
The Season of Churn: Pandemic-Influenced Employee TurnoverSogolytics
While remote work and flexibility might seem like positives, the workplace changes brought about by the pandemic have had a significant impact on employee turnover. How can employers retain talent and strengthen engagement despite the challenges?
As one generation takes the reins of power and another enters the workforce for the first time, attitudes towards work and its place in our lives are changing. Meanwhile, economic forces are changing the structure of businesses, and in some cases putting more pressure on a smaller number of staff.
In this interview with The Economist Intelligence Unit Sir Cary Cooper, professor of organisational psychology and health at Lancaster University in the UK, explains how these shifts require companies to show more consideration for their employees’ health and well-being, and why that is fundamentally changing the role of managers.
Preparing Leaders for the Workforce of the FutureAnne Loehr
There are big changes coming to the American workforce. In order to survive and thrive in the very different workplace of tomorrow, organizations need to know, plan and stay in front of these changes. Here's a sneak peek to my keynote, "Preparing Leaders for the Workforce of the Future."
Every year, Tiger Recruitment releases a Salary and Benefits Review which collates the data from a survey of 2,700 staff. This year, we knew things would be different.
COVID-19 has significantly impacted many of the results in the review. For example, the top priorities for jobseekers this year were salary and job security, which is a shift away from last year’s top priority, work environment.
Find a breakdown of the salary survey results below.
In this report, we look at five key changes that have already begun to occur in the workforce landscape, and provide strategic actions to aid the process of organizational transition to adapt to them.
This presentation describes the project and process BioBridge Global pursued to allow employees the ability to discover career paths within the organization.
5. So what is the Big Resignation?
'The big quit' as millions leave jobs in US - BBC News - Bing
video
6. The Big Resignation in Numbers
• 40% of employees globally are considering quitting
• In the U.S, 4.3 Million employees have quit their jobs
• In the UK, 38% are considering leaving
• A Shortage of labor can be seen all over Europe and Asia
• Even after vaccination rates have risen and companies are calling back their employees, many are
resistant to coming back.
• Randstat study: Almost a quarter of workers (out of 6000 surveyed) are actively planning
to change employers in the next few months as part of a “great resignation” prompted by
a high number of vacancies and burnout caused by the pandemic.
• They found that 69% of them were feeling confident about moving to a new role in the
next few months, with 24% planning a change within three to six months.
• Some of those looking for new jobs were workers who during the pandemic had stayed in
roles they were unhappy with.
• The Yolo Effect The pandemic has changed how some people think about life, work, and
what they want out of both. It’s made people step back and rethink their lives. Covid has
reminded them that life is too short
7. More from the study
• Workers are not satisfied with their current jobs.
• Many are searching for better opportunities that promise many
benefits to upgrade their lifestyle.
• The Covid-19 crisis showed that workers who do not want to
comply with long hours at work feel the signs of job burnout.
• It brought conditions that were not favorable for workers, which
is why workers, especially working parents, want to change
their terms of employment.
8. Why is this happening?
(Forbes,2021)
• Limeade conducted a study, the “Great Resignation Update,”
to determine why job changers left their previous roles and
what attracted them to their new ones.
• The survey polled 1,000 U.S.-based full-time employees at
companies with 500 or more employees about burnout,
well-being and organizational care.
• All respondents started a new job in 2021 and have been
there for at least three months.
9. Some highlights of their
findings:
Forty percent of employees cited burnout as a top reason for leaving.
10. Job Dissatisfaction
Employees were so dissatisfied with their situation that more than
one-quarter (28%) of all respondents left their jobs without another
job lined up.
11. Remote work and flexibility
Employees were primarily attracted to their current job based on
the ability to work remotely (40%) and other forms of flexibility.
12. Lack of restriction
An additional 24% reported not being restricted to complete job
responsibilities during set working hours as a top attraction.
14. Care
On average, respondents reported a 22% boost in feeling cared for as
an individual by their new employer and a 22% improvement in
comfort regarding disclosing a mental health condition compared with
how they felt at their previous employer.
15. The five main reasons why
employees quit: (Forbes)
1) Burnout: 40%
2) Company going through organizational changes: 34%
3) Lack of flexibility: 20%, Instances of discrimination: 20%,
4) Contributions and ideas not being valued: 20%
5) Insufficient benefits: 19%
6) Well-being not supported by the company: 16%
16. What the job switcher sought out in a
new job:
1. Ability to work remotely according to personal preference: 40%
2. Better compensation: 37%
3. Better management: 31%
4. Better company reputation: 29%
5. Better work-life balance: 26%
6. Flexible work schedule: 24%
17. Some questions that came up on a
spiritual level
• Do I really like my job?
• Does my company really care about me?
• What is my purpose?
• Do I really like what I do?
• Am I paid enough for what I do?
• Is my life as balanced as it should be?
• Could I do better than I have done?
• Quitting toxic jobs, toxic environments
18. What people did during Lockdown
• Turned hobbies into full time jobs
• Began trading in the stockmarket
• Began investing in Crypto
• Transitioned into Remote work
• Earnings have not kept at pace with inflation
• Work demand had increased
• Stagnation in work wage and benefits
• Gen-Z prone to switching
• 14 million people in Europe have labelled themselves as “not working” or
“not looking”
19. Sectors most affected
• Hospitality
• Manufacturing
• Technology
• Healthcare
• Sales and Services
20. The forces at play
High level
of
Burnout
Many job
vacancies
The YOLO
effect
Major Disruption
in the job market
due to Covid
21. Why is this happening?
• The pandemic accelerated digital transformation creating many job openings and a shortage of people
• Large numbers of employees transitioned to working from home
• Enjoyed the quality of life increase that remote work brings
• Unwilling to return to the monotony of a desk-job.
• Lots of managers had announced plans to bring employees back to the office and it seems many
people are simply unwilling to do so.
• Given the plethora of open jobs at the moment, the best workers have their pick of employment.
• Other workers used their down time during the pandemic to develop new skills or passions, and now
they want to find roles that allow them to incorporate those interests into their day to day lives.
• Some are seeking roles that require less of their time out of a desire to allocate more time to their
families or children.
• And then there are those who simply just don’t want to work.
23. An Employee’s Market
The reality is it’s an employee’s market. There’s never been a better time to job hunt. The US Labor
Department recently reported 9.3 million job openings and there are hiring signs everywhere you
look.
24.
25. Workers might be experiencing more freedom and confidence in the
job market than usual—leading them to make bold career moves they
would be less likely to take under other circumstances.
26. Employers will have to compete with attractive incentives to earn the
placement of the best employees, or even to fill openings in general.
28. How to stop employees from quitting
If you want to stop an employee from resigning, you must offer
better working conditions and proper salaries. These two terms
are crucial for the overall job quality that you want to offer on the
market.
29. Many workers are not seeking full-time
employment and they want to find a job that does
not take too much of their time. The labor
market is full of these vacancies, and companies
need to do better to fill these jobs.
30. Signs of job burnout are evident all
around us. Companies must comply with
the rules and organize the shifts in
a way that can be manageable for each
worker.
31. Accomplishing a company’s goals and producing a
good working atmosphere is something that must
be achieved in each working environment.
32. The HR Angle – What can we do to
manage the Big Resignation?
The importance of a good HR leadership
33. Intense Focus on Employee Experience: from minor details of employee
workdays to fundamental issues of culture and purpose- will continue
to be central to everything HR does
35. The working environment – culture and overall feeling – does our
workplace foster employee well-being? We need to be able to deal
with the feeling of burnout
36. How this affects the business
• Costs to the Company
• Loss of productivity
• Difficulty in Recruitment
• Challenges in retention
37. What can we do to manage this and not
be caught surprised?
• Since this is an employee’s market…
• Attracting talent is more difficult
• There are many job openings and less employees to pick from
• Therefore:
• Recruitment processes must be quick and efficient
• Recruitment processes must focus on a positive candidate experience
• Upon assessing potential hires – focus on attitude, flexibility and potential to
grow and develop
• Assessment of soft skills and flexibility
• Understanding the candidates motivation is as always of upmost importance