According to a study conducted by a software firm TalentLMS and Workable, 72% of US tech workers are considering quitting their jobs within the next 12 months. Tech and IT workers have cited chronic burnout, limited career progression, and unrealistic demands from employers as common reasons for their decisions to quit. This wave of job turnover, called ‘The Great Resignation,’ is undoubtedly causing a significant talent and skills shortage in the job market. In this article at ZDNet, Owen Hughes explains some related research insights in detail.
Why Are Employees Quitting?
Chronic burnout, stress, lack of recognition, and toxic work environment have immensely contributed to employee dissatisfaction. The TalentLMS and Workable survey revealed that over 85% of respondents felt their organizations focused more on attracting new employees than investing in the existing staff. Long working hours have led to burnout, anxiety, and depression. Therefore, researchers believe that every organization must prioritize burnout, stress, and employee well-being to retain top talent for the long term.
Furthermore, survey respondents also said that training and learning would make them feel more motivated. However, employee development is an afterthought in many organizations.
Burnout Is Not the Only Reason
Lack of flexibility and feeling undervalued or unappreciated are some of the key reasons for exits. Nearly 80% of respondents stated that they were considering a different career move altogether.
According to researchers, “When a deliverable is met, data engineers are considered heroes. However, ‘heroism’ is a trap. Heroes give up work-life balance.” Today, many data engineers feel that there is a wide gap between what they expect and what they actually work on in the industry.
What Actionable Steps Can Organizations Take?
Before hiring new talent, upskill your existing employees.According to studies, 59% of HR leaders would like to highlight the importance of employees’ mental health. However, they believe organizational culture prevents changes. Therefore, stakeholders and business leaders must allow HR leaders to rethink well-being strategies.Recognize the teams and employees for successful project completion or milestone accomplishment.Offer monetary benefits to keep overworked employees motivated and happy.Ask your top talent about what they want and how they would like to grow in their careers.
To read the original article, click on https://www.zdnet.com/article/tech-workers-warned-they-were-going-to-quit-now-the-problem-is-spiralling-out-of-control/.
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