The Great Reshuffle: Why It’s Happening And What You Need To Know
The Great Resignation rocked companies around the world in 2021. Lately, however, a new phenomenon has replaced it: the Great Reshuffle.
Different reasons such as soaring living costs, job dissatisfaction, existential contemplations, a lack of emotional connection at work, and even the need for safer work arrangements amid the COVID-19 pandemic triggered the mass resignation of many employees. People quit their jobs left and right, hoping to find new opportunities that would allow them to work remotely.
The Great Reshuffle, meanwhile, is a movement wherein millions of employees are seeking jobs that provide them with an improved work-life balance and a stronger sense of purpose. During this phase, employers face the challenge of attracting new talent and retaining old ones, too. According to JobStreet's Decoding Global Talent report, workers are less likely to stick around if they feel their new jobs do not align with their values.
The good news is that there are ways for companies to discover and discern why employees are resigning and getting pickier with their jobs. Do you want to find out what changes you need to implement to make workers happier and fulfilled at work? Read on to learn these tips.
What Employees Want
In the wake of the Great Resignation and the middle of the Great Reshuffle, companies were left with significant job vacancies as employees shifted their needs. It’s no longer just about quitting a job and finding better pay but about seeking a new way of earning a living, be it shifting careers or starting a business. Instead of sacrificing personal time for work, more people want jobs that can adjust to their lifestyle instead.
Flexibility So what exactly do employees want? For many employees, lack of flexibility has become a dealbreaker. Companies with rigid schedules and strict work arrangements become a turn-off for workers who prefer better control of their time and how they like to get things done.
More and more individuals are also more open to hybrid work arrangements, wherein they render work with a combination of physically reporting to the office and working remotely from their choice of location. Such freedom allows them to enjoy their work more as they do not have to deal with daily commutes. They can be with family as they work, a factor that appeals a lot to parents.
In a study conducted by the MIT Sloan Management Review of 34 million U.S. workers, 47% of respondents indicated they were more inclined to prioritise family and personal life over work after the pandemic than before. The same research also revealed that three out of 10 employees felt their work schedule was unpredictable, contributing to burnout and feelings of stress. In 2020, a similar study also revealed that Singaporeans regard family as their top priority as the importance of work continues to diminish year on year since 2002.
Career Growth Employees also want a greater sense of career growth. As much as 38% of workers claimed the global health crisis slowed down their career progression, making them feel stuck at their jobs. Singaporeans have also become weary of monotonous and repetitive work, leading to greater job dissatisfaction. It shows that individuals are eager to put their careers back on track and to go up the ladder to take on new and more meaningful responsibilities.
Access to Mental Health Care Let’s not forget about emotional and mental needs as well. Now more than ever, employees want to feel valued at work and be validated by their superiors, and they also want to have access to mental health care. Employees are becoming more mindful of the impact of work stress not just on their physical health but their sense of wellbeing, too.
Related article: Most SG Workers Want A 4-Day Workweek—Here Are The Pros And Cons
What Can Employers Do?
While no single solution can address the Great Reshuffle, having a deeper understanding of your workforce’s challenges and needs will work wonders in helping attract and retain talent. When workers are engaged, satisfied, and motivated at work, they are less likely to look for another job.
Focus on skills. Employers need to cast a wider net and not concentrate on solely jobseekers or professionals with the best credentials. Instead, consider looking for candidates by indicating specific skills you need for your vacancies. In this way, you are not limiting who can apply and are not discriminating against applicants based purely on their education or the number of years of their experience.
Provide training opportunities. Ensuring your employees have sufficient avenues for upskilling not only helps keep your business up-to-date with current trends and technologies but communicates that you value their constant growth and development within the company. When workers feel they make helpful contributions to the organisation, they’re more likely to feel happy and satisfied at work.
Create predictable work schedules. Nothing is as stressful as suddenly having to work overtime or during the weekends. Not only does having an erratic work schedule disrupt how employees manage their time at work, but it also encroaches upon their precious personal time. Be firm when it comes to what time work ends each day. Allowing workers to plan each day and manage their time makes them more efficient as they accomplish more tasks within a set period. It also conserves their energy and promotes a better work-life balance.
Embrace more flexible work setups. As mentioned, more and more employees are considering hybrid and teleworking setups as deciding factors on whether to stay in or apply to a company. Employers should incorporate such working arrangements to allow their workers a greater sense of work-life balance and freedom to manage their own time.
Cut back on repetitive tasks. It’s no fun having to do one menial task after another. It devalues what more an employee can do at the workplace, plus, it can become a waste of precious manpower. Consider automating repetitive activities and delegating more important and meaningful responsibilities to employees so that they feel a greater sense of value at work.
Engage in regular dialogue. It can be easy to fall into the trap of thinking employees are doing alright when you don’t necessarily catch up with them frequently. When workers don’t have a proper venue for airing their thoughts and concerns, they may talk amongst themselves and brew dissatisfaction among their peers, which is harmful to any organisation.
Make regular dialogue a priority. Ensure that the company is always open to hearing their thoughts and ideas so you are aware of any red flags that require urgent attention. It also conveys to them that they’re important contributors to the business. Consider doing pulse surveys every month or every quarter so you get a feel of their level of satisfaction and identify any problem areas.
Related article: 4 Ways HR Management Can Boost Efficiency
While there is no one-size-fits-all solution to handle the Great Reshuffle, knowing what attracts jobseekers and satisfies employees is critical to ensuring turnover is kept to a minimum and the business continues running smoothly.
For more information on diversity, visit our Employer Insights page. Then find the best talent via Talent Search.