Voluntary departures from a company are not always negative, but it is likely that these movements will increase throughout this year, so companies must adapt to this environment with new strategies.
2023 is shaping up to be a year in which voluntary worker turnover will continue to grow, especially with talent that is increasingly likely to be constantly searching for new challenges. “We must understand that rotation is something natural and will be greater,” said Juan Carlos Pérez Espinosa, president of the DCH organization.
According to the 2023 Talent Trends report from Llorente and Cuenca, and the DCH Human Resources association, adaptation to rotation environments will be a topic that will mark the agenda of professionals in charge of people management.
For Juan Carlos Pérez, these movements are not always negative; In fact, the departure of people from a company can be positive, as long as it remains within good margins and there is no unwanted turnover.
“We are in extremely changing and dynamic environments; if an organization is always homogeneous in terms of employees and does not constantly refresh itself, it runs the risk of becoming an endogamous company, especially in companies that are not growing. What is dangerous is unwanted rotation, especially when it affects key talent,” says the specialist.
How to adapt to this environment? According to the Llorente and Cuenca report, companies can take advantage of this context to incorporate older talent. This not only favors generational diversity, but can provide more stability to teams as they are profiles that want to stay in projects longer.
“Nowadays, many organizations are turning to more mature profiles, who are more committed to long-term projects and have different priorities to stop excessive turnover,” says the research.
In addition to this, living with voluntary staff departures requires companies to reformulate their internal mobility policies to offer new challenges within the company, and to commit to active recruitment.
“Something we are observing is that companies are implementing a former employee policy. Until a few years ago, when a person left a company, it was considered a betrayal, and it was thought that they would never return to the company again. But today, companies have understood that this is not the case, and that it is possible for an employee to change companies, acquire new experiences, and if they return to the company, it is not something negative because they will possibly enrich the company with the new experiences they gain. has had,” says Juan Carlos Pérez.
From the specialist's perspective, adaptation to high levels of resignation may mark the growth in 2023 of hiring policies for so-called boomerang workers.
According to an Indeed survey, 42% of workers in our country consider that the ideal time to stay in a company is less than five years. “If employees are not experiencing what is promoted within the organization, the company may experience a sharp drop in job vacancy traffic, requests for qualified candidates, and staff retention,” explains Madalina Secareanu, Senior Manager of Corporate Communications at Indeed for Latin America.
In this sense, the platform recommends to companies:
- Work on employer branding
- Implement agile and human recruitment
- Active listening to collaborators
Young people most likely to rotate
PageGroup's Reinventarse, the voice of candidates report shows that 54% of young people consider that after three years of service they should have a career change. To a large extent, this trend is driven by the desire for better job opportunities, new learning, and a better work-life balance.
“Loyalty strategies should focus here: career plans, continuous training and frequent salary updates,” the firm indicates in its analysis.
However, these desires that motivate young workers to change companies in a short time are due to specific circumstances , among which direct job offers, professional or personal situation, and introspection exercises stand out.
For their part, according to the Llorente and Cuenca report, younger collaborators drive changes in the world of work, from the way in which they collaborate to the relationships between companies and employees.
“The first exercise that companies should do will be towards their own employees. "Professionals of all generations have changed their relationship with employment and, although a context of economic crisis could cause steps backwards, the reality is that people do not want to go back in the demand for days that allow us to better reconcile our personal lives." research points out.
In this sense, a key aspect to adapt to personnel rotation environments will be to analyze the new needs of talent and create strategies aligned with the demands. “You have to identify why the rotation occurs, because there are always more details besides the salary issue. We have to think about whether people are given the opportunity to develop projects and whether their experience is what enriches them to continue in the organization,” emphasizes Juan Carlos Pérez.
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