2023-06-02 17:47:09
Talent retention in organizations has been proving to be one of the factors that most challenge leaders and HR areas in companies in recent years. Even in a context of global crisis, which in theory makes it difficult to search for new jobs and, consequently, favors the employee’s permanence for longer, the numbers show that many companies still have the fight once morest turnover as one of their biggest challenges.
according to a study conducted with CEOs by Robert Halfemployee turnover (or turnover) in Brazil had the highest increase in the world during the pandemic, ahead of countries like France, Belgium and the United Kingdom. This increase also occurred in voluntary terminations, which jumped from 33% to 48% between 2020 and 2021.
In addition to the turnover itself, in recent years there have also been trends such as “quiet quitting” (in free translation, ‘silent dismissal’), which is the act of the worker strictly doing what is stipulated in the employment contract – and nothing beyond that.
According to experts, this behavior would be linked to a search for a better quality of life, and although it is not directly connected to the decision to leave the job, it may also end up impacting talent retention metrics in organizations in the medium and long term. And regardless of whether or not the person decides to leave the company, both cases can be harmful to the business.
“O turnover generates loss of quality with the departure of professionals adapted to the work, in addition to costs with attracting and training new employees. And the quiet quitting it is a very strong symptom of losing connection with work, which also generates impacts”, says Daniel Santa Cruz, founder of Holy Chaos consultancyspecialized in culture projects and organizational climate, internal communication e diversity and inclusion.
Still according to the specialist, turnover and “quiet quitting” are, by nature, costs that might be avoided, either with the development of people and better clarification of roles so that they can perform well; or with the concern to engage and care for the well-being of these employees to prevent them from leaving the company.
This concern with the well-being of employees and quality of life also seems to be a growing demand on the part of workers. A survey by the multinational Randstad, launched in 2023, and which interviewed more than 35,000 professionals worldwide, points out that 93% of respondents consider the balance between personal and professional life to be a key factor when choosing a job. Additionally, 83% of survey respondents said they prioritize flexible work schedules when looking for a new job.
In this sense, another very recent trend in organizations is the adoption of the 4-day work week, which has already been officially tested in several countries, and adopted in a pioneering way by some companies in Brazil. In addition to a benefit aimed at well-being, the bet is that this new work model also contributes to the retention of talent in organizations.
“Since we started testing the 4-day work week, we’ve noticed that people’s well-being has increased, with more time to do activities they weren’t able to do before. And the perception of the quality of our service was maintained during this period”, says Daniel Santa Cruz, from Santo Caos, who adopted the philosophy of maintaining the same productivity working fewer hours in January 2023, and until now has maintained this regime, without reduction in wages or benefits for employees.
This new work philosophy is an example among several positive factors that companies can offer to potential employees, and which end up being a differentiator. According to survey conducted by Universumamong the 1,600 business leaders interviewed, 86% prioritized the issue of employer branding (or employer brand) in 2022. Employer brand is the perception that a company builds as a place to work, and as the data show, the construction of a employer brand forte has been a factor much sought following by organizations in order to attract new employees.
On the other hand, another factor that has had a significant impact on talent retention metrics in organizations are the so-called layoffsa term that in Brazil has been used as a synonym for mass dismissal, although its original meaning is the temporary suspension of the employment contract.
The technology area, previously seen as a sector that disputed the hiring of professionals, had accounted for a total of more than 103,000 layoffs worldwide by February 2023, according to the portal Layoffs.fyi. Generally associated with strategic or financial restructuring of organizations, mass layoffs are affecting a greater number of professionals every day. And the decision to lay off en masse not only impacts who leaves, but also who stays.
“Common sense says that keeping your job is the best thing that might happen. However, being in an organization that goes through frequent cuts is something that generates a lot of insecurity in the worker. The question that always remains is: will I be next?”, points out Santa Cruz, from Santo Caos consultancy.
Whether in companies that are disputing labor with competitors or mass layoffs, retaining talent in organizations is still a topic that permeates debates regarding the world of work today. In the wake of technological innovations such as the recent boom of artificial intelligences, an older factor still seems to have a central role: the human.
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