View: New- generation workers need new employee value proposition besides personal & professional growth
Great Resignation. Great Reshuffle. Great Renegotiation.
Quiet Quitting. Conscious Quitting. Call it what you will, today's employees are exercising their power to work on their own terms by walking away, in various ways.
A 2022 global survey found that 24% of millennials and 40% of Gen Z employees were keen on quitting their jobs within two years, many of them even without another job in hand. Although dissatisfaction with pay is a top reason for quitting, when searching for a new job, the new- generation worker is seeking work-life balance and learning opportunities ahead of a fatter salary.
Given this situation, employers must try to understand and fulfil their expectations as much as possible. In addition to compensation, learning opportunities and career advancement, here are three values that should be included in their revised employee value propositions:
- The majority of employees get disappointed when their organisations do not walk the talk. For example, diversity, equity and inclusion (DEI) is a prominent agenda for every corporate. But a recent study of women workers shows that the vast majority don't believe there is even gender equality in their workplaces. The pandemic exposed other gaps. Almost every respondent felt uneasy about taking up their employer's offer of flexible work because they feared it would diminish their chances of promotion (97%), and that their workload would not be adjusted to suit flexible working (95%).
- Even something as simple as taking employee feedback is a point of contention. A third of millennial and Gen Z workers say that their employers do not act upon their feedback, or that decisions are still driven from the top. Today's employees are also demanding authenticity from their
