Addressing The Great Reprioritization
The Great Resignation has been at the front of many workplace discussions recently. However, is it truly a resignation, or are people repriotizing what is important to their workplace environment?
While a recent survey found that 95% of the workforce has considered leaving their positions, it’s important to note why these workers are considering it. Addressing these issues may make all the difference in employers’ ability to retain employees in the future.
According to research from Scott Dust, chief research officer at Cloverleaf, there were five reasons behind employees actively searching for a new job. These included financial needs, a work-life balance, remote working policies, job disinterest, and job concerns.
Additionally, Dust identified five other reasons that are the least likely to spur a job search. These included limited career growth opportunities, need for autonomy, lack of growth, feeling excluded, and social impact.
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Many of these revelations are nothing new, but the key difference today is that employees are taking back more power in choosing their personal work preferences.
For instance, many workers want to avoid their pre-pandemic lengthy commutes and desire more flexible work options. Such demands shouldn’t necessarily come as a surprise to leaders, as they have been shouted from the rooftops for nearly two years.
Although it is clear that employees are demanding more flexibility in the future, employers must find structure in implementing this type of policy in order to attract and retain top talent moving forward.
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