According to a LinkedIn report, more than half of Spanish workers (54%) are considering leaving their job in 2023, with generation Z workers being the ones who are thinking the most about leaving. Specifically, seven out of ten workers between the ages of 18 and 24 are willing to leave their current position for another that is more convenient for them.
Are we facing a “great resignation” carried out by the youngest employees? Human Resources experts warn that this voluntary resignation is a trend that has been present since the covid-19 pandemic.
“We are currently experiencing a wave of voluntary resignations in the labor market that is affecting internationally, in fact it has been since the covid when we have begun to notice an increase in resignations,” explains Yoann Artus, Country Manager of Payfit in Spain. .
“This indicates that the priorities of workers are changing, and companies that do not adapt to these new priorities may face serious consequences, such as increased staff turnover and a significant loss of talent,” adds Artus.
According to the Linkedin report, as the cost of living skyrockets, professionals are looking for more financial stability and new roles that offer them a better salary, a better balance between their personal and professional lives, or the possibility of having more career opportunities. personal growth and development. It is precisely these three demands that arise as an incentive for the youngest to consider leaving their post.
“Salary is one of the main reasons behind these voluntary resignations. Workers often feel that they do not receive fair compensation for their work, and this financial dissatisfaction can affect their motivation and, therefore, their productivity at work. In addition, with rising inflation, workers are concerned about their ability to maintain their quality of life and meet their basic needs,” explains Artus.
But salary is not everything. “Lack of recognition and low expectations for growth are other important reasons that lead workers to quit. Many prioritize professional development and are willing to change jobs if they do not see growth opportunities in their current job”, reflects the Country Manager by Payfit.
Faced with this possible “stampede” of young workers, companies are beginning to question how to retain talent. Is there a formula to become attractive companies for generation Z?
Yoan Artus indicates that one of the rewards that can be offered to retain talent is emotional salary: “We are talking about non-financial rewards that the worker receives from a company whose objective is to positively encourage the work environment, increase productivity, satisfy the personal needs of workers or improve their quality of life”.
“Another example would be offering attractive benefits packages that allow employees to feel valued and recognized for their work. These packages can include anything from performance bonuses to health insurance, retirement planning, extra vacations, and other quality-enhancing incentives. employees’ lives,” adds Artus.
But there are many other tools, such as training management teams to become effective leaders who know how to motivate, carrying out satisfaction surveys to find out the opinions of employees or 1:1 conversations to carry out performance evaluations.
