Throughout the Corona crisis, an enormous number of the most valuable workers have left the ranks of the workforce, and they are just not showing up again.
Not only are they not returning, but those who have remained are earnestly considering quitting. Recent surveys show that up to 38% of all employees are considering leaving their positions within this and six months.
The revenue, profitability, and resilience of many businesses are under severe strain. Retail stores are shutting down a few days a week, restaurants are only open in the evenings, there are endless queues at airports for security checks, and you cannot see a veterinarian after 4 pm.
Today, the job market is completely overstrained and companies are unable to find any committed workers.
The young simply don’t want to work in an environment with a cantankerous and old-fashioned manager in a 9 to 5 schedule without much fun or liberty.
Even without a real career alternative on hand, they are not coming back. What to chant now?
The primary reason given for staying away from the job market and preferring the gig economy is that too many work environments are perceived as being toxic, closely followed by the lack of professional acclaim.
Those employers who will succeed in retaining and attracting high-quality staff will be the winners of tomorrow.
To accomplish this, immediate measures requiring the full backing of top executives are essential.
1) The remuneration methods must be thoroughly reviewed in such a way that they are better aligned with the lifestyles of young people, and aim to offer a valuable work/life combination.
2) Businesses and organizations must carefully master listening to employees’ aspirations and ensure that the workplace becomes a safe place to nurture self-development and find support.
3) Don’t keep fishing in the same pool that no longer has fish in it and start looking for nonconventional co-workers and to even look for employees who are not currently part of the job market today.
The most severely affected industries such as retail, law, healthcare, or teaching now have a golden opportunity to escape the law of inhibitory advantage by becoming radically different.
Nowadays, the renowned war for talent is no longer about a struggle between employers, but about a struggle of conventional employers against ALL other options such as surfing in Bali (try and compete with that …)
Prospective employees will only “deign” to join and stay if:
– Ample chances for professional and personal development are provided.
– Hyper flexibility is offered.
– More than enough consideration is provided for both mental and physical well-being
– The work does not imply a ridiculous commute
– The remuneration which is more than money is considered appealing