First observed in the United States to denote the unprecedented wave of resignations over the past six months, the phenomenon of the “great resignation” has now spread to Canada. But what do workers want? Here are four things to consider in view of keeping your teams in place during this period of intense staff turnover.
Flexibility
According to Robert Half’s 2022 Salary Guide, released at the end of September, flexibility has become a critical attraction and retention factor since the COVID-19 pandemic. According to this publication, 75% of workers want more flexible hours and 61% want the option of remote work. In a nutshell, they want to decide when and where they’ll work. Take this into account when making an offer!
Remuneration
Money talks, and more than ever in these times of staff shortages. In Canada, half of workers (50%) feel that they’re not being paid their fair value. According to a survey conducted last spring by Robert Half, this is especially true for Generation Y (56%) and women (54%). Considering that nearly one in five people (18%) plan to leave their current job before the end of the year if they don’t get a raise, you should review your pay and benefits grid as soon as possible, if you haven’t already.
Professional development
In the current job market, employees in many sectors are sure of easily finding work elsewhere if they quit their jobs. A competitor’s offer will be all the more attractive to those who feel that they are stagnating professionally. In fact, most job surveys cite lack of opportunities for advancement as one of the reasons for resigning. A strong support program for continuing education and skills development plus an internal promotion plan can counter this trend and help motivate current employees.
The values and culture of the organization
While the factors mentioned above are important, today’s workers, especially younger ones, want to work in an organization that reflects their values. According to Deloitte’s 2021 Millennial and Gen Z Survey, new generations are concerned about respect for the environment, social and racial inequalities, mental health and conciliation, among others. Organizations that are concerned about these issues are therefore more likely to create a stronger sense of belonging and, as a result, to retain their staff.
Keep listening. It’s the key to retaining talent!