The health crisis has left deep traces in the world of work. With the various confinements and the generalization of teleworking, the Belgians have taken a long step back from their business and the professional world. So much so that one in three employees say they are less committed to their organization since the health crisis, according to a survey of 700 people by the recruitment firm Michael Page.
An observation which is not surprising for Gregory Renardy, the general manager of the firm: “It was still very violent. Overnight, we were no longer in physical contact with the members of his team, with his management. People were confronted with themselves, had time to think of something else, to organize differently, had time to take stock by saying to themselves: ‘is that what I want again, won’t I take advantage of it?’ This has been the case with any crisis and the Covid crisis is no exception.“, note l’expert. “We know that when leaving Covid, we are still going to relaunch a cycle, so it’s also a good time to tell ourselves that we might take the opportunity to do something else, change companies, change employers. or even quit the corporate world. That too is a real phenomenon, with total reorientation of careers and life projects.“
Job applicants in a better position to negotiate
Even if this was already the case before the health crisis, many professions are experiencing shortages. The Covid-19 has amplified the phenomenon, which benefits job applicants. They are now in a better position to negotiate with a potential employer. The employer-employee balance of power, with a kind of long-term loyalty, is less relevant today: “We are really on a balance today, even an imbalance, because I have never seen so much power in the hands of employees, of candidates, to put it clearly. What does it mean ? It means that employers must also demonstrate what they can bring to candidates in order to be able to go a long way together.“.
The employer must make himself attractive
It is therefore now up to employers to put forward arguments to convince job seekers. And certain criteria are particularly sought after:he three quarters of the employees questioned want a hybrid work organization. They want teleworking and face-to-face work, flexible hours, a better work-life balance as well as more training.
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Eight out of ten people highlight the need for a better work-life balance. 85% also consider that access to training is a determining factor in finding a new job.
Training that goes outside the workplace
The report also shows that employees place more importance on personal development at work. This is particularly noticeable in the desire for training which is not only useful to the company as specified Gregory Renardy : “Companies do a lot of training, but mainly fairly operational training on the job as such. But in addition, we add another dimension, which is the appetite of candidates for training that is not linked only to how to do their job well, but which is rather linked to their personal development and their well-being. It is therefore a question of going a little further, to refresh your ideas, to acquire other skills.“
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Still, the vast majority of companies are rather behind the reality experienced by employees. A lot have taken stock of the challenges in terms of human resources but for those lagging behind, the risk is quite clear: without criteria of flexibility or the possibility of searching for meaning, they are no longer competitive.
They therefore risk to lose their best elements and expose themselves to difficulties, in particular when recruiting candidates with an interesting profile.