#26 People quit because they want growth
In today's workplaces, we find stronger disconnects than ever before: Executives and non-executives, connections with colleagues outside the immediate teams, existing skills vs the should-have skills, promotions for employees in the office vs remote working colleagues – the list goes on. But there is one solution for all of the problems: Growth opportunities
91% of tech employees overall said they want more training opportunities (TalentLMS, 2021).
The driver for today's resignation
With 5% spread the lack of career development and advancement is by far the biggest driver. People don't just want to make money and tick of tasks – they want to grow. This might be driven by our intrinsic want to continuously evolve or/and by the growing skill gap.
Another study performed by McKinsey showed that already today 43% of people feel the skill gap. Nobody wants to fall behind and later on have trouble finding a job because of a lack of skills.
Lastly, Gallup surveyed American workers and found that?48% would switch to a new job?if offered upskilling opportunities.
People quit jobs if they are not offered growth opportunities. Even if there might be some pay implications: I recently talked to a person who chose to leave a high paying job to take on a lower paying one just because of the opportunities of growth the person saw.
A survey performed by Workday this week on the 25th of July confirms the same findings –people want growth:
How can we support the people in their growth demands?
First we need to know what growth looks like for them: Upskilling? Reskilling? Deepening existing skills? From there we can take the next steps.
We also need to actively start looking for those that are willing to reskill. With the skill gap nearring, reskilling could bring a tremendous opportunity to fill those jobs that take a long time to fill such as software engineers, systems architects, etc. (Forbes, 2022)
The Great resignation offers companies a chance to train workers in digital economy skills designing the workforce they need. (Forbes, 2022)
Overall, a strong emphasis on the necessity to learn needs to be made – to new and old employees. "When reskilling programs are fully publicized, they should be an immediate win for hiring and retention, given the motivations driving employees (Forbes, 2022)".
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The generation that craves and needs growth the most
Specifically amongst the young workers learning and growing is the top need-to-have benefit. Among younger workers (18-24) “learning new skills” is tremendously important – according to?Glint’s 2021 Employee Well-being Report it is now the number one factor that people believe to be an exceptional work environment.
By 2025, Gen Z will make up?27% of the workforce?in OECD countries and?one-third?of the Earth’s population.
They are also the generation that is the most stressed. Everything is new, there is a lot of pressure, there are a lot of uncertainties. So why not help those people lower the uncertainties at least in regard to their career growth: help them learn and help them feel more comfortable in their skin at work. I believe that generation specifically will look at things in an insightful new angle as the very first social-media and tech savvy grown generations – the learnings will not only be one sided.
Take a listen to the following podcast on how to get started on those future skills:
Future of Work Readings
Learning Readings
.
Makes sense and the people who want to GROW are the ones you want to keep. Not the "Im okay with just doing the job forever". IMO