Surely you have already heard about the Great Resignation. This term came into being in the United States in 2021. In one month, 4.5 million people have voluntarily quit their jobs: an unprecedented situation. In France, there has also been an increase in the number of departures from companies, and the phenomenon could continue in 2023. Here are, in detail, the current situation in our territory, as well as the main reasons that lead to these resignations. We then invite you to discover how to remain attractive in this new world of work under pressure.
Great Resignation: the situation in France in 2023
In 2022 France, the number of resignations reached a historic high level: 520,000 were registered in a single quarter, including 470,000 permanent contracts. This represents an increase of 17% compared to the first quarter of 2020, before the health crisis linked to COVID-19. You have to go back to the first quarter of 2008 to find such high numbers.
In a job market that is increasingly favourable to candidates, 71% of managers are considering changing companies in the next two years. This is what the latest study by the recruitment firm Robert Walters reveals. 66% even expect to find a new job within the year.
The main reasons given for these resignations
In the United States as in France, the motivations that push employees to resign are essentially the same.
Many people talk about a desire to find a better balance between personal and professional life. This requires missions that make sense and a company that fully shares their values. Flexibility in terms of working hours and teleworking also plays a role. The search for new opportunities, and even professional development, is also emphasized.
Finally, the search for a better salary remains one of the reasons most often cited by French people who want to find a new job. Many regret the lack of recognition (and therefore remuneration) within their organization.
War for talent: a new challenge for businesses
Since mid-2021, a real “war for talent” has emerged on the labor market. Indeed, many sectors are struggling to recruit employees. Others only have difficulty attracting qualified people (“talents”). In this context, it is necessary to put in place strategies to attract these individuals and make them want to join your company.
The other essential point to remember is that it is essential, even more so now, to retain employees. Indeed, in the event of resignation, it can be difficult to find a replacement quickly. Vacancy for too long can decrease the performance of your business in the long run.
Remaining attractive for your employees: a real challenge
To retain your employees, you must absolutely be attractive at all times of their experience with you. Of course, this starts during the recruitment and hiring phase, but the aftermath should not be overlooked. Once your employees work for you, it is necessary to continue to make them want to stay. Here are some of the essentials to do that.
Promote the well-being of employees
Offering a pleasant workplace, in a healthy environment, is essential for your employees. This has an impact not only on their motivation but also on their safety and health.
Well-being is more than just material things. Even if it is essential that your employees have the appropriate equipment to carry out their missions correctly, this is not enough. Organizational factors (management for example), social factors (communication, recognition) or even psychological factors (the absence of stress) also have an important role to play.
An employee who is not satisfied with these elements is more likely to leave the company prematurely. It is therefore essential not to neglect the well-being of your teams.
Engaging your teams
If you want your employees not to succumb to the urge to resign, you should definitely Engaging them sustainably.
To do this, various elements need to be considered: The type of management that you want to implement, the recognition you give to your teams, the meaning you give to their missions.
To get your employees more involved in your organization, do not hesitate to ask them to create projects that are important to them. Tools such as the Teamstarter crowdfunding platform allow this to be done in a very simple way and involve all the company's employees around more or less innovative projects. Setting up this type of action is also an excellent way to promote your employer brand, and therefore to attract new talent.
The phenomenon of The Great Resignation is likely to continue in 2023, especially in France. To prevent too many voluntary departures from affecting your company, it is essential to put in place measures related to the well-being of employees and their commitment. These are in fact two factors that are extremely decisive for having a high retention rate among your workforce. So don't overlook them!
Sommaire
