Over 1/3 staff considering leaving job within next 6 months

More than one-third of US staff are considering leaving their organisations within the next six months because of inflexible work arrangements, according to a new study by The Conference Board.

The main driving factor for jumping ship is the desire for flexible work arrangements. In fact, 80% cite work arrangements as very important or important in their decision to leave their current job. Survey respondents rank a flexible work location as the most desired aspect of a new job; prioritising it slightly over better pay and career advancement – the two traditional drivers of job changes.  

Another 29% of employees are unsure if they will remain at their current job for the next six months. That said, 63% indicate they are not planning to leave in the next six months. Interestingly, more men (70%) than women are more certain that they will remain with their organisations for at least the next six months (59%).

INFLEXIBLE WORK ARRANGEMENTS

The top reason workers are looking for new jobs are because inflexible work arrangements. The study found that:

• More than 80% cited the importance, at some level, of work arrangements such as flexible hours and work location in their decision to find a new job.
  • Very important: 60%
  • Moderately important: 20%
  • Slightly important: 9%
• Work arrangements were very important to more women (66%) than men (49%).
• Work arrangements were very important to more Millennials than other generations:
  • Millennial: 67%
  • Gen X: 58%
  • Baby Boomer: 59%

WHAT WORKERS WANT

“The long-term effect of extended remote working arrangements has left its mark. Employees are much less willing to embrace the rigid, conventional work policies of the past about how and where work gets done,” stated Rebecca Ray, Executive Vice President of Human Capital at The Conference Board. “Especially for women, to whom the bulk of care-taking and household responsibilities still unfortunately fall, the flexibility to choose what works best for them is critically important.

“We are starting to see companies with flexible work arrangements successfully attracting the top talent of their competitors who have adopted a more rigid stance. The challenge of attracting and retaining talent in a tightening labour market is only going to become more difficult.”

HYBRID WORK ARRANGEMENTS

Additionally, most workers want hybrid work arrangements. The study found that:

• More than two-thirds (67%) of survey respondents are willing to work a hybrid work schedule (some days remotely, some days in the workplace).
• 20% of workers only want to work remotely.
• Only 4% say they want to work entirely in the workplace.
• Lower-level employees are more likely than higher-level employees to only want to work remotely:
  • Individual contributors: 32%
  • CEOs: 5%
• More women than men only want to work remotely:
  • Women: 23%
  • Men: 14%
• More Millennials than other generations only want to work remotely:
  • Millennial: 25%
  • Gen X: 19%
  • Baby Boomer: 20%

BLURRED BOUNDARIES & CAREER STAGNATION

However, the push for remote work may come at a cost, resulting in less connectedness, blurred boundaries and career stagnation, revealed the study. The research showed that:

• 58% of respondents said their greatest concern about working remotely was lack of connection with colleagues. 
• Other top concerns about remote work include lack of boundaries around work/life, working more hours, lack of visibility/exposure that may impede upward mobility, and increased isolation.
• Men (57%) are more concerned than women (69%) about lack of connection with colleagues.
• Concern about lack of connection with colleagues was also greatest among Millennials:
  • Millennial: 65%
  • Gen X: 60%
  • Baby Boomer: 61%
• This concern also increases by seniority level:
  • Individual contributors: 58%
  • CEOs: 70%
• Women (48%) are also more concerned than men (44%) about a lack of boundaries around work-life balance. More women (48%) are also more worried than men (41%) working more hours.

EMPLOYEE ENGAGEMENT

 “A desire to work remotely doesn’t mitigate legitimate concerns about the downsides of remote work,” explained Robin Erickson, Principal Researcher, Human Capital at The Conference Board. “For example, those who are more likely to want to work remotely – women, millennials, and individual contributors – are also most concerned with a lack of connection with colleagues when doing so. As organisations make long-term decisions about a future with remote work, they will need to bear this in mind and continuously monitor employee experience and well-being.”

Engagement levels are also dropping, highlighted the study. Compared to pre-pandemic levels, 7% fewer respondents reported that their engagement level had increased compared to the same question just two months ago. In June 2021, 37% of staff said that their level of engagement had increased. That number dropped to 30% in August.

Another recent survey shows that a staggering 66% of Americans want to switch jobs right now, with younger generations particularly keen to jump ship, as the great resignation gains pace. Click here to read more.