Why workers consider quitting

Did you know that the most important factors employees seek in their jobs for the next year are fulfillment, meaning and well being? Maybe not new, but there are certainly dimensions to this that are new now after the pandemic. Employees are also more willing to seek what they are looking for elsewhere, something we've already recognised as part of the resignation equation. Do you have a workforce strategy that holds for this and leaders who know how to secure meaning and fulfillment? It might be time to look over what you have and where you want to be in one years time. Read the whole survey result here below. #fulfillment #expectations

Fairly fascinating. It supports what I’m hearing and what I’ve experienced firsthand. People are tired of spending the majority of their waking hours being unhappy in their jobs. #In the world of work they are demanding more. And when they don’t receive it, they leave.

The Great Resignation continues to put pressure on benefits and rewards packages for companies to remain competitive. Our most recent Hopes and Fears survey found that one in five employees plan to find new employers. Do you have the right benefit packages in place to get and retain top talent? Learn more from our full survey findings: https://lnkd.in/gyrV_Ggf

There's something employers don't want you to know - if you've been at your job for more than a year, you're paying a loyalty tax which means you're probably making less than you could simply by switching jobs. The red-hot job market forced employers to offer huge salaries to attract new candidates, narrowing the gap between what new hires and veteran employees are paid. This is known as wage compression. When new hires make more than longtime employees, it's known as salary inversion. Employers know they have a problem, but most companies only conduct pay audits and market reviews once per year. In this market where pay is rising more quickly than we're used to, employers probably need to review and adjust salaries of existing employees quarterly to reduce the risk of more turnover. Salary and benefits are the largest expense for most employers. Recognizing and addressing pay compression when it is still manageable and before it compounds across the entire organization and creates more problems is important. #labormarket #laborshortage #economy #economicoutlook #wages #wagesandsalaries #joboffer #payequity #paygap #wagegap #compensation #compensationplanning

It’s important to RE-RECRUIT your current employees. …In the red-hot job market, a big pay gap has emerged between new hires and old staff. In tech and finance, the salary disparity is as high as 20%. Rachel Mendelson/Insider

If you are concerned about attrition or what is driving your team's engagement, then I recommend looking through this report. One snippet: The survey found that people who are very likely to look for another job had the following characteristics: - They found their job unfulfilling - They felt they couldn't be their true self at work - They didn't feel their team cared for them - They didn't feel that their manager listened to them What's not working here? The report had some good ideas for action. I would like to talk to you about a simple, implementable methodology that aligns teams to work better together. #leadership #leadershipcoaching #teamdevelopment

More money is the biggest motivator for a job change, yet finding fulfillment at work is “just as important,” according to PwC.

The Great Resignation?is set to continue, according to a new global survey by PwC, with one in five saying they are likely to?switch jobs?in the next 12 months. PwC launched its “Global Workforce Hopes and Fears Survey 2022” at the?World Economic Forum?in Davos on Tuesday, which surveyed more than 52,000 workers in 44 countries. The consulting firm said in a press release that higher pay, more job fulfillment and wanting to be “truly themselves” at work are the factors pushing workers to change jobs. #GreatResignation #CompensationAndBenefits #EmployeeRelations