Experts reveal key 'retention levers' employers can deploy against the new tactic
Amid the rise of quiet quitting and quiet firing comes the threat of the so-called “quitfluencers”, who, according to the latest survey, have strongly prompted other workers to also leave their jobs in solidarity. According to the Adecco Group’s latest research, colleague quitting sprees provoke 70% of co-workers to consider quitting themselves, while 50% of employees who’ve witnessed other colleagues leaving their jobs then decided to quit in the next 12 months.
“This quitting contagion is more prominent amongst younger generations,” Adecco Group said in its report. “Gen Z are 2.5 times more likely to quit if they see others quitting than Baby Boomers.”
Similarly, in LinkedIn’s Workforce Confidence Index, Gen Zs are switching jobs at a rate 134% higher than in 2019, and Baby Boomers are changing 4% less.
Salary as a retention technique
Work salary tops the list for the most prominent reason employees quit. According to the survey, 45% of workers stated that they’re changing their careers in the next 12 months for a better salary, while only 25% of workers said they choose to stay in their jobs because they are satisfied with their pay.
“As companies grapple with attrition, increasing wages has become a quick tactic to attract the right people in the past year,” Adecco said in the report. Our research suggests that organisations should focus on wage inflation antidotes: other factors that are vital for satisfaction and engagement, including career development, flexibility and work/life balance.”
Flexibility in remote work
Another key retention lever, according to the report, would be greater work flexibility, especially now that several workers call for a hybrid work set-up allowing them to balance work and their personal lives. The report noted that flexibility has long been a critical factor in attracting and retaining workplace talents as “workers’ demands for more autonomy and choice about how to get work done are only increasing.”
Career progression
Aside from salary and flexibility, employees also desire to expand their career skills. Thus, the need for career progression. Based on the survey, 31% of workers reported quitting mainly because of the lack of development and re- and upskilling opportunities, hindering their career growth.
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“Development of workers, especially at non-management level, is vital,” Adecco said. “Not only will it increase their satisfaction, but it will future-proof the business and create a talent pipeline of skilled workers.”
Mental health and wellbeing
Lastly, mental health and wellbeing is also a vital retention lever as more and more workers report that their mental health has worsened over the past year. The survey showed that 36% of workers suffered burnout over the last 12 months because of working too hard, and 23% reported that they took a career break before due to burnout
“This should concern companies because an emotionally drained workforce is not only detrimental to individuals but can also have a high cost in terms of productivity and morale, as well as encouraging toxic environments where people quietly quit,” Adecco Group said.
Thus, the group reminded employers that they must encourage their people to maximize their leave entitlements, take breaks to address mental health issues, and, most importantly, create a workplace environment of safety and trust.