- Index hide
Lever conducted a study that found what Millennials and Gen Z expect from a job.
McKinsey & Company uncovered the top reasons people quit a job.
OCC identified in a study conducted in October, the main deficiencies in the companies.
The labor market is an interesting segment of study where areas such as human resources, talent management and labor trends have become a scheme of great value, due to the insights we obtain from their study and, most importantly, due to the results we obtain. of these, hence it is important to see why people quit their jobs.
The foregoing has motivated a series of studies that show us a very important resource and it is the transcendence of the brand and not only that, the ability to understand the labor market from elements that become essential to manage employees.
The reasons to leave
A firm study leverspecializing in developing software for human resources, found that 43 percent of millennials and 36 percent of Generation Z is interested in requesting a change of role, so they refuse to stay in a specialty within companies, on the contrary, they seek internal mobility, which becomes a new rule for organizations, which is greater mobility within their organizations, greater retention of talent.
Increasingly valuable tasks in talent management have been established for this rule, such as assuming clear rules on the ability of brands to innovate in the way they engage with the consumer.
If we see the data of McKinsey & Company, the firm identified that not only the lack of mobility motivates the resignation in a company, 36 percent of interviewees recognized that inadequate compensation also helped this, another 34 percent said that the lack of inspiring managers also motivated them to leave of the company, as well as high job expectations and the lack of goals to meet them, also led to leaving a company.
what motivates you to stay
Before the health contingency, in which trends such as the home officeit happened with trends that they have imposed important tasks, such as working on something as simple as enjoying the job, a reason voted by 15 percent of the talent interviewed, followed by 12 percent who voted for salary and benefits within the organization; 12 percent who said they cannot find a similar job and 10 percent who considered that the training opportunities motivated their stay in the organization.
Very few employees manage to find tangible and valuable opportunities in a company to remain in it, which is why it seems to be a serious deficiency in the labor market, the lack of opportunity to grow within them.
The OCC itself, the digital job exchange in Mexico, found it in its Labor Thermometer that it publishes weekly, when investigating whether Mexicans have educational support in their workplaces. 49 percent of them denied having this benefit from the organization for which they work; 36 percent accepted that it does have benefits such as courses, talks and agreements with institutions; 11 percent agreed to have the support to pursue a master’s degree and four percent agreed to have a discount to take a diploma.
“56 percent of employees commented that if they have had a significant development, 41 percent said that they have not grown within their workplace, since they do not have opportunities to develop and the remaining three percent thought that it is difficult to find a job. work that offers support to grow professionally”, concluded the organization in its study.
The interesting thing about these insights is that they reveal the areas of opportunity in the labor market and the ability of organizations to improve talent and the way it is managed.
Now read: