Resignations increased by 15% as companies returned to face-to-face activities, a phenomenon dubbed “The Great Resignation” according to a study by OCC Mundial, Azimuth, and GDV Group, which shows that the country 40% of active workers in the U.S. consider leaving their jobs in the short term. Looking at this panorama, Kobi claims that the answer is inspiration.
To begin with, the firm highlights that the 17% increase in individual turnover in Mexico can be considered a huge waste of resources, if we take into account that less than 15% of this value It is healthy to be
“This talent turnover figure is because, during the crisis, many people began to place more importance on the balance between their personal and professional lives, an issue that has become so relevant even today that countries are trying to reduce the working day. Talking about. 48 to 40 hours a week with two days off,” he said.
In this sense, he explained that one of the main factors driving employees to resign or consider doing so is the lack of motivation and satisfaction experienced in the labor market, as well as the lack of access by organizations to facilitate remote work. The shortage is a flexible program. , are other factors to be taken into account in retaining mental health care talent.
Similarly, he identified certain factors that both companies and the HR sector can add to their benefits to motivate employees and thus avoid brain drain:
Benefits or benefits better than law: They are a form of remuneration supplementing your salary, they help in having a higher level of purchasing power. In addition to benefits established by law such as Christmas bonuses, vacations, vacation bonuses, or profit sharing, companies may provide other benefits such as grocery and gasoline vouchers, insurance for major medical expenses, savings funds, productivity bonuses, and more. In many of these cases, the companies and affiliates receive tax benefits protected by social welfare legislation.
Emotional Pay: This Benefit As stated, this emotional payoff is one of the main factors of interest for young workers such as the millennium why Century Since this is where they talk about flexible hours and remote work, recognition, incentives, wellness and health programs, days off, and more.
teambuilding: Creating a team culture can ensure better results. For example, team activities outside or inside the office help create an optimal work environment. Here, outings, contests, competitions, or initiatives promoting fraternity can be organized.
Career and Training Plans: In a highly competitive labor market, workers gain value when organizations develop training plans to improve their knowledge and skills through a well-designed program, helping them to become a part of the company. There will be an opportunity to face new roles and challenges within.
Objectives and Incentives: An incentive is always welcome to motivate employees, but for these to work it is essential to establish clear and quantifiable objectives so that they feel comfortable with the challenges and understand where they should direct their efforts.
“These are just some of the points that can help organizations stop talent flight, but to implement this type of action, companies need to adapt and understand that the way of working has evolved. and has achieved what I had seen before. A dream job as a reality for the vast majority of workers”, he concluded.