wages and labor flexibilityToday, two important levers are considered for the loyalty of talent, together with the progression of career and wellness and mental health.
(See: Despite inflation, Hilton Bogotá would grow at double digits in 2023).
Around these issues and what the workers think today revolves around the Global Workforce of the Future 2022 study ‘Uncovering the riddles of talent’.
The analysis is behind a survey of more than 30,000 people around the world, of which 15,000 are office workers and the other half don’t.
Regarding the topic of wagesthe panorama shows respect to the inflationone of the biggest concerns facing the world today.
(See: What follows so that another 119 rates do not rise with the minimum wage).
In this sense, 45% of the peopleMost agree that the main reason for changing jobs is to want a better salary.
However, the analysis specifies that when employees are committed, the salary acquires a lesser role and falls to sixth place among the priorities.
Furthermore, only 25% of the workers they stay at their job because they are satisfied with their work.
(See: This is the package of 85 rates deindexed from the minimum wage).
The study shows that 64% of the employees Those who do not work in the office express concern that their salary is not enough to cover the increase in the cost of living. In the staff of the Offices that percentage is 68%.
People are then asked for their opinion on whether the inflation makes it more likely that they will have to search a second job and this is how 51% see it.
Another 49% agree that “inflation makes it more likely that you will have to look for a new job with a higher salary” and another 35% are inclined towards the affirmation “I have had to work and get paid in the black due to inflation.”
Before this panorama, Adecco makes some recommendations.
The first is that companies must ensure that the wages of charges vacancies stay competitive in times of extreme uncertainty economic and political.
In addition, it suggests that there is a greater relationship between remuneration and performance. It’s time to compensate employees for your skills, experience and performance effectively.
(See: Colombia would continue with one of the lowest minimums in the region).
According to the study of Adeccosix out of ten office workers are considering or have already changed their worked as a direct result of having more flexibility, the other tool to build customer loyalty talent.
And although, as he says the analysis “The pendulum is swinging back towards corporate takeover of the degree of flexibility, for people working from home is key. Organizations need to be careful as the reality of hybrid work (3.2 days of work from the office each work week) does not meet the wishes of workers (2.6 days at home)“he warns.
The percentage of those who assure that their work schedule is established by their company or by themselves in total reaches 56%.
A 37% say they have some flexibility and only 6% says that it is autonomous to set the hours of work.
The study also concludes that flexibility has a pricesomething non-office workers can’t afford: three in ten of these people would compromise their salary to gain flexibilitywhich can stop the idea of working 4 days a week.
Mental health another lever
Burnout remains a concern for half of workers.
They look for jobs in which they feel more relaxed and have a better balance between worked and personal life.
In this regard, the survey shows that 36% of those consulted indicate that it has been victim of the so-called ‘burnout’ in the last 12 months due to overwork, while 35% say they will leave their job in the next 12 months because of this.
Those percentages are worrying, but it is even more so with the prospects: half of the world’s workers (49%) they are worried about burnout in the future.
The ‘gig’ economy, one of the labor megatrends
The Workforce of the future study conducted by Adecco Group shows how the so-called gig economy is a megatrend in the world labor.
This concept refers to generate income outside of traditional work through sporadic occupations, where person is in charge of carrying out a specific task and charging Independent.
Its practice has been strengthened after the pandemicwith which the term ‘gigification’ arises, which corresponds to implementing this format of employability within companies for concise tasks or projects with a certain deadline.
“The combination of labor shortages, telecommuting and virtual recruitment has allowed employees to search for better jobs en masse, where it is evident that many seek flexibility to carry out their work from anywhere in the world, while the The non-managerial or blue-collar workforce is changing industries for higher wages and manageable hours..
The study confirmed that 61% of non-administrative respondents identified that ‘gigification’ is one of the megatrends by which they feel most threatenedas it will make it much more difficult to find a job in the future and 43% think they could lose their job because of it.
As ‘gigification’ becomes the ‘new normal’, companies will need to factor it into their marketing strategies. hiringretention and wear, says Adecco.
CONSTANCE GOMEZ GUASCA
PORTFOLIO JOURNALIST
