Businesses could find themselves part of the ‘The Great Resignation’ if they don’t look at their current working model.
Recent research from Reed has revealed how businesses are currently navigating the new working ‘normal’ and the rise of hybrid working, revealing that 45% of office workers, not hybrid working would consider leaving their job to do so.
This is not surprising news when we look at people’s working experience throughout the pandemic; our research shows that three-quarters of office workers have been offered more flexibility with 29% working on a hybrid basis, 37% working remotely and 34% in the office.
More and more workers have now realised the benefits of remote working and are eager to see aspects of it being implemented into future plans. In fact, job seekers that use Reed.co.uk’s work from home filter (to search for jobs that offer remote working options exclusively) are more than twice as likely (114%) to apply for a job.
More than half (60%) of workers say their work-life balance is better since starting hybrid working and nearly a third (31%) are more productive at work since adopting a hybrid approach.
It’s time to give employees what they want
With the current job market overflowing with vacancies, companies need to be thinking ahead on how they can meet the needs of job seekers in order to attract and retain talent.
With 75% of office workers being offered some form of hybrid working, but only 29% doing so. Businesses should look carefully at how they can manage a transition to a new way of working to give workers a positive experience in the office. Around one in ten (12%) said their organisation has no plans to adopt a hybrid working model – these businesses could be left behind when it comes to recruiting the best professionals for their vacancies.
There are a few reasons behind why workers are considering a role change in favour of hybrid work, with the main one being it suits their lifestyle better. With this in mind, employers need to start looking at what they can offer their workers to help them balance their work-life.
Saying that, if employers cannot offer hybrid working, there are other things they can do to attract and retain talented people.
Other options that will prevent resignation
We have entered a candidate-driven market where job seekers, dependent on their industry, have more power to call the shots. There is a lot to consider; some are looking for a new, more fulfilling challenge, while others are looking for job security after being made redundant or being on furlough throughout the pandemic.
Here, salary is vital. Research has shown that over half (53%) of employees said a salary increase would make them more likely to stay at their job, followed by 31% who said more flexible hours.
Companies need to present real value to stand out and not lean on hybrid working as a perk of the job. Employers have, and can, continue to benefit significantly from the sense of responsibility and confidence they instil in their employees by supporting a ‘new normal’ at work ‘ and offering attractive perks along the way. Soft perks are a great way to offer something more on top of your employee’s normal salary and benefits packages from flexible starting and finishing times, to subscriptions and spontaneous gifting.
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