In a world where human capital is essential for the success of our companies, keeping talent motivated and reducing job rotation it has become a titanic challenge. In the current context, marked by social and economic changes, we are seeing a growing trend of high turnover in various sectors, and it is essential that we adapt.
This problem, which frequently occurs in some sectors, has negative consequences for any organization and is exacerbated when it is extremely difficult to fill a vacant position, especially in the case of unattractive positions.
Job rotation: Beyond salary
According to a Randstad study in 2022, 41% of those surveyed intended to change jobs in search of better salary conditions. This has been particularly notable in industries such as the metallurgical, food, auto parts and retail trade. This trend is exacerbated in a context of high inflation and decreased purchasing power.
However, salary is not the only factor at stake. A MERCER study reveals that half of workers, with a higher proportion of women, seek flexible jobs that allow for a balance between work and personal life. Even one in three employees would be willing to give up a salary increase for greater control over their work schedule. Career development opportunities and competitive compensation schemes also play an important role in employees’ decisions to stay or change jobs. Additionally, generations differ in their priorities: while Gen Xers and Baby Boomers value a sense of belonging, Millennials seek opportunities to learn new skills.
What can we do to prevent it
So what can we do as leaders to retain and retain our valuable people in this dynamic environment?
In this order of things, which is characterized by a completely changed reality that has adopted the implementation of new technologies and new ways of working, new professional profiles have emerged in response to new demands and needs, which transforms the human factor into a strategic element for the company, which allows it to have a competitive advantage of the organization.
For this, the Human Resources department must focus on keeping employees trained and motivated as long as possible. As a resource, companies can have different strategies to execute it.
It is essential that we embrace holistic strategies. Salary matters, but satisfaction and personal growth are also crucial. We must implement thoughtful incentive systems that include monetary, personal and social components. From offering competitive salaries with performance-based bonuses, to ensuring a safe work environment and effectively communicating changes.
Evolution of the world of work
In addition, encouraging internal mobility, providing training, and developing comprehensive benefits packages are valuable strategies. The implementation of emerging technologies can also be key to creating more efficient and attractive work environments.
As we face an evolving world of work, adaptability, innovation, and commitment to our human capital are imperative. Let’s work together to ensure that our organizations not only survive, but thrive in this new era.
Lucas Mailland Lucas Mailland, an entrepreneur passionate about technology and innovation, has 15 years of experience in the digital world. He founded FichapHR, a platform that revolutionizes HR management. Committed to the issues of the “Future of Work”, Lucas is constantly looking for opportunities to collaborate and learn as a team. His focus is always directed towards inspiration and challenges to address the work challenges of tomorrow.