It has been shown that the difficulty of attracting and retaining employees is very challenging throughout the world, however, in Latin American countries the problem is a little more exacerbated for economic and social reasons.
As of 2020, employee burnout or syndrome burnout it was a compelling reason for job desertion despite the adversities brought about by the pandemic, a global phenomenon known as “The Great Resignation.” Among the causes that originated this wear and tear in the workforce were working hours, which became shifts of up to 16 hours, and the need to be available all the time outside the established working hours, since being at home It meant a greater commitment to the company and the job itself.
In addition, it is important to consider that the new generations have other types of priorities and look for creative and innovative work proposals, where the companies that hire them are committed, in addition to taking care of their integral well-being, with the needs that society demands today such as caring for the environment, inclusion and diversity, defense of human rights, etc.
For this reason, it is known that the employees most likely to leave their organizations are those with less than five years of seniority, who feel unmotivated and uncared for, dissatisfied with their salary or with the benefits package that does not cover their basic needs. .
In general, this whole situation of dissatisfaction at work has caused a high level of turnover, which is already affecting 65% of Mexican companies, according to the WTC Global Survey of Benefit Attitudes 2022. It is advisable to turn towards aspects that perhaps were not a priority at work before, such as a benefits and compensation scheme adaptable to the different stages of people’s lives, short-term bonuses, personal development opportunities, care in well-being and labor flexibility as a key element, as well as retirement benefits and skills incentives.
Every time we see new programs in companies trying to address aspects that most companies did not have contemplated before the pandemic crisis, such as standards to identify, analyze and prevent psychosocial risk factors in face-to-face and remote work, as well as like work-at-home policies.