The pillars on which companies must work to avoid talent flight

The companies are facing one of the most critical moments: the great resignation of the collaborators, since there is an increase in 15% per year, up to 23% in some companies, compared to what was registered before the pandemic, reveals the study “The Great Wear and tear: resignation in Mexico, prepared by OCCMundial in collaboration with GDV Group and Grupo Azimuth.

According to the report, the situation may continue to increase, since four out of 10 employees would be willing to resign in the next six months and 23% in the next 12. Among the main reasons, dissatisfaction attrition and few opportunities for growth stand out.

“The data shows that dissatisfaction leads to resignation, but satisfaction is not a guarantee of 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”, declared Sergio Porragas Moreno, Director of Operations (COO) of OCCMundial, during the presentation. of the studio.

Given this, companies must work to improve the flaws that lead employees to leave, or else, the economic consequences and reputations can end the life of the company.

Listen to people

As Porragas mentioned, although dissatisfaction motivates resignation, this is not always the case, and proof of this is that 32% of employees who feel satisfied are also willing to leave.

Among the most common reasons are the following:

• Lack of organizational values
• bad work environment
• lack of recognition
• Monotony in the activities that are carried out
• Do activities outside the position
• Few reconnaissance activities

Those who most think about leaving are those identified as “climbers” (69%), those who see few opportunities for growth, lack of innovation in the business or carry out activities outside their positions.

When analyzing the view of the employers, the reasons for resignation detected are similar to those reported by the employees, but in the following order.

• bad leadership
• lack of recognition
• Low salaries
• Few growth opportunities
• Lack of communication
• Work overload

The workers who leave the most are those dedicated to operational areas with auxiliary positions, as well as from the financial sectors (86%), recruitment (75%) and health and beauty (73%).

To do?

To avoid the crisis, companies must work on employee complaints, as well as on what they would prefer to stay in a workplace.

In this sense, to 49% would like to have courses and training, 48% good work environment, 46% higher salary, 38% bonuses and incentives, 36% career plans and 31% medical insurance.

The problem is that only 51% of the companies are already working on talent retention although for 55% it has not had good results. About what they do, the following stands out:

• Incentives and bonuses (61%)
• Acknowledgments (59%)
• Career plans (55%)
• Courses and training (55%)
• Flexible hours (55%)

“A successful company puts the client-person at the center of its business decisions, in the same way that it puts the collaborator-person first at the center of its priorities”, concluded Alejandra Valero, Director of Quantitative Research at GDV Group.