A Just-Right Job Market?
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A Just-Right Job Market?

It’s either an employer’s market, where job openings and raises are scarce, or a worker’s market, where jobs are plentiful and salaries soar. But today, for the first time in a very long time, experts say that neither group has an overwhelming advantage in the job market. Korn Ferry explores the reasons for this “détente” and its implications. Plus, we consider the growing number of organizations taking attendance at the office. And we share the new playbook on how to move into management.


The Job-Market ‘Détente’

In the push-pull between employees and employers, one or the other almost always has the upper hand. In a strong job market—like the one we saw when the pandemic lockdowns ended—workers could often pit one potential employer against another, dictating terms on compensation and flexible work arrangements. In a weak market with scarce job openings, employers have most, if not all, of the leverage.

But now, several months’ worth of conflicting job-market data suggests that neither group is on top. The number of open roles is falling, but it’s still high, and organizations continue to add workers, albeit slowly. For their part, talent-market experts say the situation is all but unprecedented.

Read the full article here.


Taking Attendance… at the Office?

In what appears to be something of a New Year’s resolution, employers are amping up their enforcement of return-to-office policies. According to a study conducted at the end of last year, eight in 10 companies plan to track office attendance in 2024 via badge swipes, desk-occupancy sensors, keystroke logs, and even old-fashioned manual record-keeping. And many managers’ tolerant attitude toward in-office days for hybrid workers also appears to be at an end—95% of companies tracking attendance say that violators of in-office policies will face consequences, including reduced bonuses, salary freezes, and even firings.

Read the full article here.


5 Tips for Getting into Management

Management, to borrow a line from Tom Hanks in A League of Their Own, is hard. If it wasn’t, then everybody would do it. True as that is, and despite how much the role has changed in recent years, experts say there’s still no surer way to advance your career than through management.?

Today, getting into management is more about forging a career path and learning new skills than it is about attaining ever-higher spots up the org chart. There are more opportunities to get into management than ever before. At the same time, there’s more competition for management roles, and remote work has added another wrinkle.?

Read the full article here.


Other Must-Reads from Korn Ferry

Check out?Briefings , our bimonthly national magazine, for in-depth and unusual looks at critical leadership issues.

Zuran Irina

inginer vanzari

7 个月

?? i like the ideea!

回复
Dietmar Tietz

Like an Architect of Future-Ready Cities, I Build Digital Ecosystems That Foster Modernization and Transformation | CTO ? CIO ? VP ? Director | PhD ? PMP ? AWS

10 个月

In response to the Korn Ferry's report about office attendance, I believe that while it's understandable that companies want to ensure productivity, the methods of tracking office attendance like badge swipes, desk sensors, and keystroke logs, seem to miss the mark. True productivity and engagement are better gauged through performance-based metrics that reflect actual achievements and goal attainment. These measures are more indicative of an employee's value and contribution to the organization. Relying on physical presence indicators not only fails to accurately assess an employee's impact but also risks eroding trust and morale. A successful and innovative workplace thrives on trust and recognition of individual contributions, not on surveillance of mechanical activities. It's crucial for employers to recognize that effective performance monitoring should focus on the quality of work, not just the quantity of time spent at a desk or keyboard.

If this is considered “just right”, we’re in trouble.

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