With the unprecedented global socio-economic impact of 2020, the need for leaders to take control of their employment brand has never been greater. A LinkedIn poll of 15,585 members in 2021 found that 66% had either left their job or considered leaving to pursue a passion project in the past year. And a McKinsey study reports similar findings: 40% of employees say they are ‘somewhat to very likely to leave their jobs in the next 3 – 6 months’. LinkedIn CEO, Ryan Roslansky summarizes this “talent migration” in The Great Reshuffle, a time where people are not only rethinking where they work, but why they work.
So, why are employees leaving and what are they looking for now?
Glint’s comprehensive research covering the past twelve months during the pandemic period on the modern factors that are driving employee engagement has shown employees today want something fundamentally different from their jobs and workplaces. Glint findings have identified some new experiences that are lower on the hierarchy of needs yet critically important expectations that are driving attraction, engagement, and retention.
What matters to employees now is feeling cared for, valued, and supported; having flexibility to choose when and where to work (hybrid/remote/on site); being honored for their diversity; and being treated with equity in all manners affecting work life. These emerging expectations all have one thing in common: They call out for a more human-centric approach by employers that Glint calls “People Success”.
To summarize, “People Success” is the new “human” deal that views employees as people, not workers; provides for needs and expectations that are critical to that person’s life experience, not just their work experience.
In this session we will review the “People Success” research findings based on 175 million employee responses spanning the globe, captured in the “People Success Elements”, a six box model that defines what is most important to the humans in your organization today.
Join us to explore these topics and learn:
· How the new top drivers of Employee Engagement impact your people
· What Well Being actually means for your people (Safety, Equity, Fairness)
· The practices and norms that will shape a new Culture at your company
1. Connection and Belonging; Inclusion, Equity and Diversity
2. Empowerment, Performance, Flexibility and Balance
· New expectations for Career Growth:
1. Career development/networking in a hybrid environment
2. Onboarding, Mentoring, Internal mobility trends