40% of workers plan to leave their jobs

The lack of recognition, monotony in activities, few opportunities to grow, poor leadership, carrying out activities outside the position and overwork are leading working people to make a drastic decision: give up. According to the study The great attrition: Resignation in Mexico, al least four out of 10 workers in our country they are considering the option of leaving their jobs in the next six months.

The study prepared by OCC Mundial, DGV Group and Grupo Azimuth, as its title indicates, shows the exhaustion that many collaborators face due to multiple factors at work that go beyond remuneration, and that today have a good part of the people thinking of resignation as an option.

Among the findings presented, it stands out that even among the population that reports a high level of satisfaction with their current job, 32% have thought about resigning, this proportion rises to 63% among those who can be considered neutral in terms of work satisfaction.

“The data obtained in this study show us that dissatisfaction leads to resignation, but satisfaction is no guarantee retention. This is why organizations have to take matters into their own hands, listen to their collaborators in a personalized way and design strategies to prevent the best talent from leaving,” said Sergio Porragas, Director of Operations at OCC Mundial.

By relevance, these are the 10 factors that most affect the idea of ​​”saying goodbye” to a company among 40% of employees:

1. lack of values
2. bad work environment
3. lack of recognition
4. monotony in their activities
5. Activities outside your position
6. Few growth opportunities
7. mental health problems
8. bad leadership
9. Lack of innovation in the business
10. Work overload

“The lack of values ​​of the company and the environment, as well as lack of knowledge and monotony, are the drivers waiver principals, even above the remuneration. The lack of coexistence and facilities impact the probability of resignation, but much less than the previous ones”, the report highlights.

However, although remuneration does not have the same weight as other elements to consider leaving a job, salary increases are the third retention factor reported by working people, only behind the work environment and courses and training. That is, aspects that would make them stay in their current company.

“A successful company puts the customer-person at the center of its business decisions, in the same way that it puts the customer first. to the collaborator-person at the center of their priorities”, pointed out Alejandra Valero, director of Quantitative Research at GDV Group.

This reality of the market is recognized by the employers themselves, the companies report that voluntary turnover has grown 15% in the year, although in some industries it has reached 23 percent.

“In general, employees and employers agree on the reasons for resignation. The lack of communication, overwork, affectation in personal life and bad work environment are reasons of greater perception for employers; lack of benefits, monotony of activities, activities outside the position and lack of insurance for major medical expenses are reasons of greater importance for employees”, is highlighted in the study.

Who is considering quitting and why?

On the other hand, the study classified five psychographic profiles of employees around this topic. The highest level of intention to resign, with 69%, is from the climbing collaboratorsbut regarding the level of satisfaction, the groups with the highest percentage are the specialized (54%) and the apprentice (53%), who, in particular, want to be in a company in which they can transcend, that have a positive leadership and access to training.

According to OCC, these are the five employee profiles that analyze the possibility of resigning and the reasons for it:

1. Social. For them, a good company is one where there is a boss to look up to, they make lifelong friendships in open and fun facilities. They value a company where they can work in other places and with other cultures. They are charismatic, modern and innovative. would resign for lack of values, bad leadership and a bad work environment
2. Scaler. They have a clear vision of what they want to achieve; they want to be a role model and have this reflected in their position. To achieve this they need new challenges, a job where they can learn and continue preparing. They are analytical, creative and flexible. would resign for few opportunities for growth, activities outside the position and lack of innovation in the business.
3. Apprentice. His vision is to grow rapidly and undertake; this is why they do not stay in a company for more than five years. His knowledge is technical and detailed, always seeking perfection. They are usually interns and young, and, at the same time, shy and reserved. would resign for excessive working hours, monotony in activities and not having permits.
4. Skilled. They prefer to work independently, as they are very practical. They have no vision of where to take their career, but value stability at work. They are often considered experts and conservatives. would resign for lack of communication, activities outside the position and excessive hours.
5. Helpful. They look for a company that gives them security; the field is not so important as long as they like the work, learn and develop. They are friendly, humble, helpful, trustworthy and honest. would resign for lack of values, lack of recognition and monotony in their activities.

“This study is a watershed because part of the assumptions and data of the ‘big resignation’ in the world, but deepens and analyzes insights of Mexico, projects them into the future creating foresights and it is actionable, because it proposes strategies and tactics to mitigate the risks of organizational wear”, said Juan Alanis, CEO of Grupo Azimuth.