With the arrival of new generations with different ambitions and motivations, the idea of making one's entire career in the same company becomes obsolete. As a result, these changes that affect businesses from near and far may become more frequent.
Our life expectancy is increasing and one day we may be working until 70 or 80 years old. To stay fulfilled professionally during all these years, employees naturally need novelty. And the best way not to be bored is to go see what's happening elsewhere. Thus, resignations will become more and more frequent and employers will have to accept and anticipate them.
It is tempting to think that your company will escape this trend because your employees are happier and more motivated than elsewhere. But it is better not to be complacent and try to understand the phenomenon that is happening now. Some of your collaborators may be looking for new job opportunities on Jobsdb or LinkedIn as I write this article. And the numbers speak for themselves: a recent survey shows that 78% of respondents say they want to find a new position in 2020.
For what reasons do we resign?
The reasons why employees wish to leave their employer might surprise you. We have all heard the phrase "people do not leave office but their boss". Of course, this saying is true in certain situations, but the possibility of working longer gives rise to new reasons for leaving employees:
- Because we feel disconnected from work: distance work is becoming the norm as a third of employees worldwide work remotely and this figure has increased by 115% in ten years! Several studies show that most employees who often work remotely feel disconnected from work.
- Because the company lacks flexibility: with the confusion that now exists between our professional and personal lives, more and more employees need more flexibility to stay motivated. Flexibility means the ability to work flexible hours, but also to occasionally work from home.
- Because one is exposed to stress and burnout: stress and burnout are often the main factors of high turnover.
- Because we lack meaning at work: we live in a society where we want our actions to have an impact and we are looking for more and more meaning at work. Most of the younger generation would even be willing to accept less money if a job made sense to them.
- Because it is important to love working: Today, we need to love working. We are not just looking for respect, safety or money. We want passion, fulfillment, and satisfaction in our jobs. We are looking for companies that reward our efforts, not just through compensation and benefits in kind, but by helping us improve. And if we do not achieve this goal, we are more likely to leave our employer. Birthdays or milestones in life (marriage, children, etc.) are often good times to question oneself professionally and to look for new challenges.
Make sure to retain the best talent
The changing needs and expectations of your employees are real and as an employer, you must take this into account. After all, if you do not give your employees what they need to evolve in a world that is constantly changing, they will quickly find a company that will be able to do it. Here are some examples to anticipate these changes and improve employee retention.
- Encourage the passions and hobbies of your employees: by giving them flexibility, they will have a better balance between personal and professional life and will stay longer in the company.
- Make your employees happy: employees are looking for work satisfaction and the risk that they will go up when you do not take this criterion into account.
- Encourage flexibility: some companies allow their employees to work flexibly, for example by reducing weekly hours of work. Others let their employees work where they want and in some cases give unlimited leave.
- Internal mobility: this offers employees the opportunity to change positions and team while remaining in the company.
Look at people leaving your company
Most of the time, an employer cannot do much to retain the talent that wants to leave the company. The decision to leave one's employer is often very personal and the reasons for leaving are unique to each. The fact is that, whatever the methods of work we propose, there will always be resignations. With this in mind, employers need to learn to accept them better. But how to do it?
When an employee informs his employer of his desire to resign, he may make this decision as a personal attack, or even a rejection. This means, in a way, that he could not bring full satisfaction to his employees. But as I mentioned a little earlier, most often this decision will have been made because of several factors and will be motivated by both career ambitions and personal aspirations.
Of course, it's important to think about things you could have done differently and if you've made mistakes, learn from them. But instead of being upset or having the feeling of having failed, you must focus your efforts on the proper departure of your employees and the replacement of these.
In many companies, resignations are "hidden" so as not to attract attention and play on the mood and motivation of the teams. It is sometimes tempting to lose interest in people who have resigned, but that is a mistake. Make every effort to ensure that their departure is at their best and to welcome new employees to the company.
I would like to come back to these resignations that companies are hiding under the carpet. We need to take a different approach to discuss everyone's ambitions and make sure that they are no longer a taboo subject. We know that most employees will leave us at some point, but if we listen to them and are open in our dealings with them, we will prove to them that we are invested in their career development and that we have the keys to understanding their motivations. Thus, we will be better equipped to retain the best talent longer. Regularly discussing each person's ambitions also allows employers to be better prepared when an employee wishes to leave the company.
With changes in the world of work, resignations should be more and more frequent. It is up to business leaders to better understand the reasons and to change traditional work methods to limit the number of departures.
Now you know what you have to do. Try to listen to what your co-workers have to say to you, otherwise you will risk seeing them leave ... sooner than you think.
Other articles that might interest you!