Survey! Employment Survey Shows High Turnover Ahead: 1 in 3 Workers Looking for New Jobs in the Next 6 Months

MJP –

ManpowerGroup’s Global Talent Barometer 2024 sheds light on workforce sentiment across 16 countries, revealing a nuanced picture of employee well-being, job satisfaction, and confidence. Based on surveys of over 12,000 workers, the barometer scored 67% overall, with indices for Well-Being (64%), Job Satisfaction (63%), and Confidence (74%).

Key findings include a growing emphasis on mental health and work-life balance. Nearly half of employees report daily stress, while 35% are considering a job change within six months. Younger professionals and remote workers pose notable retention challenges.

Globally, confidence in skills is high (87%), but limited opportunities for advancement and skill-building persist. Regional standouts include Mexico’s purpose-driven workforce and Nordic countries’ job security strength.

“Work must offer more,” says Becky Frankiewicz, urging employers to prioritize holistic employee needs.

A recent employment survey has raised alarm bells for employers across the U.S., revealing that one in three workers plans to leave their current job within the next six months.

The survey, conducted by a leading workforce research firm, sheds light on a growing trend that could lead to widespread turnover, challenging businesses already grappling with staffing shortages and a competitive labor market.

The findings come at a time when employers are struggling to retain talent amid shifting workplace dynamics. As employees seek more from their jobs in terms of compensation, benefits, flexibility, and career development, many companies are at a crossroads, faced with the urgent need to rethink their workplace culture and retention strategies.

Key Findings from the Survey

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The survey, which sampled over 1,000 workers across various industries, found several key reasons driving this planned turnover:

• Desire for Better Work-Life Balance: One of the top reasons cited by workers was the need for a better work-life balance. With many people reassessing their priorities after the COVID-19 pandemic, flexible work hours, remote work options, and time off have become highly desirable perks. Workers who feel they are not getting the balance they need are actively seeking employers who can offer more flexible work arrangements.
• Compensation Concerns: Many employees expressed dissatisfaction with their current pay. The rising cost of living, coupled with inflation, has left many workers feeling that their wages no longer align with their financial needs. In fact, nearly 40% of respondents indicated that better compensation is a key factor in their decision to seek a new job. Salary expectations have grown as workers seek positions that will help them manage increasing living expenses.
• Lack of Career Growth Opportunities: Another critical factor influencing job dissatisfaction was the lack of career development opportunities. One in four workers said they planned to leave because they felt their current role offered limited chances for advancement or skill development. Employees, especially millennials and Gen Z, are looking for workplaces that support their long-term career goals with training, mentorship, and clear pathways to promotion.
• Toxic Work Culture: A significant portion of employees reported feeling disengaged due to toxic workplace environments. From poor leadership to lack of recognition, negative company culture is increasingly a dealbreaker for employees. Approximately 20% of survey respondents cited feeling undervalued or unsupported as a reason for considering leaving their job.

The Impact of Remote Work

While remote work was initially seen as a temporary solution during the pandemic, it has since become a significant factor in the retention and recruitment strategies of many businesses. The survey revealed that workers who have the option to work from home are twice as likely to stay in their current roles compared to those who do not. This preference for remote work has led many companies to adjust their policies, with some even offering hybrid work models to accommodate employees’ desire for flexibility.

“Work must offer more” has become a rallying cry for many workers who want to avoid long commutes and the strain of balancing family and personal responsibilities with office time. For businesses that are unable to offer remote or flexible work options, this presents a serious challenge in retaining top talent.

What Employers Can Do to Prevent Turnover

With nearly a third of workers considering leaving their jobs, employers face a critical need to address the factors driving this discontent. In a time when hiring new talent is more difficult than ever, retaining existing employees should be a top priority. Here are some strategies employers can adopt to reduce turnover and foster a more engaged, loyal workforce:

1. Improve Compensation and Benefits Packages

• Employers should conduct regular salary reviews to ensure that wages are competitive with industry standards. Beyond base salary, offering performance-based bonuses, health benefits, and other perks can make a significant difference in employee satisfaction.

2. Offer Flexible Work Arrangements

• Remote work, hybrid models, and flexible hours have become a necessity for many workers. Employers who can offer these arrangements are more likely to retain employees and attract top talent. For businesses unable to offer full remote options, hybrid schedules or flexible start and end times may be a suitable compromise.

3. Provide Career Development and Growth Opportunities

• Employees want to see a clear path for growth. Investing in training, mentorship programs, and professional development opportunities is essential. Companies should encourage internal promotions and ensure that workers feel there is room for advancement within the organization.

4. Foster a Positive Work Culture

• Work culture plays a major role in employee satisfaction. Companies should actively work to create an environment where employees feel valued, recognized, and supported. This can be achieved through regular feedback, team-building activities, and promoting work-life balance.

5. Recognize and Reward Employees

• Recognition goes a long way in improving morale. Employers should make an effort to regularly acknowledge hard work, whether through informal praise or formal reward systems. Recognizing both big and small achievements can help employees feel more invested in their work.

The Road Ahead for Employers

As the workforce continues to evolve, businesses must adapt to the changing needs of their employees. With one in three workers actively looking for new opportunities, the pressure is on employers to create workplaces that offer more than just a paycheck. They need to provide environments that support growth, flexibility, and well-being.

Employers who can address these concerns will not only retain talent but will also position themselves as attractive employers in a highly competitive job market. As the labor landscape shifts, companies that fail to meet the evolving demands of their workforce may face an uphill battle in maintaining productivity and reducing turnover.

For workers, this may be a time of opportunity. As companies scramble to adjust their strategies and improve retention, workers may find themselves in a favorable position to negotiate for better pay, benefits, and work-life balance. But for now, the onus is on employers to act quickly and thoughtfully to keep their teams intact.

Conclusion

With one in three workers looking to change jobs in the near future, the employment landscape is shifting dramatically. As workers demand more from their jobs in terms of compensation, flexibility, and career growth, employers must take action to meet these expectations.

Those who fail to adapt risk facing high turnover rates, while those who embrace change will reap the benefits of a more satisfied, engaged workforce.

The future of work is evolving, and employers must rise to the occasion to stay competitive in a rapidly changing job market.