Burnout, broken hiring and employees in a rut: No wonder workers are looking to quit

1651839810 matchstick burnout
a blackened, burnt match smoldering with smoke

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According to a study by Personio, 46% of employees plan to change jobs in the next 12 months. Even if these employees don’t make the jump, it’s still a significant proportion of the workforce that feels disengaged and demotivated at work.

Employee apathy is nothing new – there have been disgruntled employees for as long as there have been employers to work for. However, the unique set of circumstances in which staff have worked over the past two years has created a catalyst for more workers to question whether there are better and more rewarding opportunities to be had elsewhere.

This is especially true for remote workers. According to the Personio survey, which surveyed 1,205 senior HR decision-makers and 5,000 employees in the UK and Ireland, Spain, Germany, the Netherlands, Italy and Sweden, workers who primarily worked remote in the past 12 months are more likely to be looking for new jobs.

SEE: It’s not just a talent shortage – employers admit they’re hiring the wrong people

There is a danger that remote working could foster higher levels of dissatisfaction and a sense of disconnection among staff. At the same time, back-to-work mandates by employers could frustrate workers who have enjoyed more freedom in recent months.

Hiring managers seem to be aware of the scale of the problem, although many believe that management teams may not be as concerned – or otherwise aware – of their company’s skills shortages.

Indeed, employers face an uphill battle when it comes to trying to retain key personnel in the midst of a significant workforce reshuffle.

Stressful work environments, a lack of appreciation for the work they do and limited career progression opportunities have caused a wave of dissatisfaction across the workforce, which companies will have to face if they hope to prevent the downsizing.

And yet, the pressure on hiring managers themselves threatens to make a bad situation even worse.

According to data from Greenhouse, 69% of recruiters in the UK and Europe are suffering from burnout due to the current job market, with the same proportion believing that hiring will only get harder for the rest of 2022.

Evidence that current staff hiring and onboarding processes are not adequate, particularly now that many candidates are being interviewed and onboarded remotely, does not help matters. In Greenhouse’s survey of 1,500 senior executives and hiring managers, 20% cited unstructured and inefficient hiring processes as their top cause of frustration.

SEE: Do you hire developers? Your interview process is probably doing more harm than good

The survey also indicated that the main source of talent for companies is promotions and internal transfers (59%). And yet, performance reviews and evaluation processes are also scrutinized.

In the most high-profile recent case, Google revealed that it was overhauling its employee evaluation system following criticism from employees, who will now only be subject to one annual performance review instead of two. The move is intended to relieve employee stress and give them back time that would otherwise be spent preparing for their appraisals, as well as to make it easier for workers to be promoted.

But even annual review processes are being challenged. Employees interviewed by Personio, for example, said performance reviews were “neither fair nor frequent.” Specifically, workers expressed frustration with managers for not providing regular feedback on their performance in the two years since the start of the pandemic – which was all the more important as employees lost their usual points of contact when working remotely.

For example, only 51% of employees surveyed by Personio felt that their organization’s performance reviews were fair, and only 39% said they had received regular feedback on their performance since 2020. Worryingly, 18% of respondents said that their performance was never regularly evaluated. by their manager.

All this to say nothing of soaring inflation and rampant price hikes, which will no doubt send even more employees in search of new, higher-paying positions if employers cannot offer additional support at a cost of higher life. After more than two years of living and working through a pandemic, business leaders are finally seeing light at the end of the tunnel – but the multiple cultural, operational and financial challenges currently weighing on the workforce will take much longer. time to solve.

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