Chandra Sahu, 25, has left his job in investment banking in the so-called great resignation Last year, looking for a job that offers more flexibility. The New York City resident said she’s looking for work that meets her “top priorities,” allows her to express her “confidence and creativity,” and has joined the company. a startup company.
“I wanted to work in a space where I work closely with a team, where there is still the kind of quick energy you get in banking, but super user-focused and a space,” says Sahu. problem”.
Being able to pursue her hobbies outside of work is also important to Sahu. “I really tried to prioritize making space for habits in my life and ultimately work towards the kind of life I wanted to live,” she says.
Employers may experience ‘cultural change’
Management consultant Christine Spadafor says prioritizing quality of life for employees is one of the biggest career trends of 2022. “For many companies, this will be a cultural shift,” she said. “It really looks at employees in a more holistic way.”
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Spadafor added: “That means putting the human face on human capital. “It’s not just about thinking about the work they do, but thinking about their financial status, their social status with friends and family, their physical health and what gets the most attention, and understandably so, is your mental health, is good, is good.
Employees are looking for stability
However, after the great resignation, many workers experienced what is known as “Big regrets” —admittedly they should have stayed, a 2022 workplace dilemma that some experts say could change next year.
“You’re seeing a little more hesitation when it comes to making moves,” said William Crawford Stonehouse III, founder and president of Crawford Thomas Recruiting in Orlando, Florida. everyone… maybe digging a little deeper.”
Although there is a series layoffs at large, high-end companies, many employers need to retain productive workers. “The unemployment rate is still so low that if you talk to 10 people just [size] business owners in the US right now, they’ll all tell you there’s a position where they’ll definitely hire someone on board if they can find that person,” Stonehouse said.
Workers continue to demand flexibility
Chandra Sahu’s job gives her the flexibility to work remotely. Without work, she has more time to pursue other interests.
Sahu said she’s not worried about finding a new job when she leaves investment banking in 2021. She’s ready for a change. The startup she joined was acquired by social media company Pinterest earlier this year. She landed the coveted product manager position there in less than six months and still makes time for yoga, reading, and other hobbies every week.
“It’s been amazing to take a step back and figure out how to orient my life around the choices I want to make, while still having the work rigor that I think I really am,” she said. favourite.
Sahu’s job change may reflect another trend that some workplace management experts call “career adjustment”. Instead of “quietly give up” — or to the bare minimum at work — workers are intentionally transitioning from a culture that quickly praises working long hours to a culture that values employee life more than work.
The data is so powerful that people want a little more flexibility.
Tina Paterson
advisor and author
Christie Smith, global leader of Accenture’s Talent & Organization Practice, said: “Individuals are certainly trying to exercise their right to find work wherever their need is met: the need for a family. their family needs, their work needs, their place needs – all of that.”
A buzzword that emphasizes awkward situations in the workplace
Are from “shock of change,” when a new job is very different from what you believed it to be and the “boomerangs” go back to the job they left, to “buffer career“by adding new skills and restarting your network later”noisy layoffs” at well-known companies, this year buzzwords about common workplace dilemmas may disappear.
However, a new outlook for employers will exist. “The trend will continue to be an emphasis on talent,” says Smith. “The right skills and get those skills, put that talent in the right place in organizations.”
Remote working is here to stay
Identify employee needs for Flexible will be necessary to fulfill the role.
Tina Paterson, a consultant based in Melbourne, Australia and author of the book “Effective Remote Teams” said: “The whole office is a thing of the past and leaders who stick to that model lose the battle. competition for talent”. .”
“Great employees always have options — and the data is so powerful that people want a little more flexibility, whether it’s hybrid or completely remote, about where they work,” she adds. .
Sahu agrees with the views of many other young workers, saying that senior managers can show they understand and value their employees’ needs through their own actions.
“Make space for your children or hobbies, or your protected life, to tell others that it’s a regular habit a successful leader can have,” she says.
