Mexico resists the great wave of resignations, why is there not a massive resignation here?


CDMX.- Free time, being with family, health care, among other factors, have been placed above work and, after the most complicated days of the pandemic, sparked a global movement that puts businesses to the test on the importance they should give to the emotional balance of their workers.

The phenomenon known as Big resignation or silent resignation refers to the record number of people who have left their jobs voluntarily around the world, and is that after more than two years of pandemic, working from home and flexible working, many people have decided that the balance between employment and personal life is the most important.

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For example in United States, although economic activity has already returned to pre-pandemic levels, it faces an insufficient supply of human capital. So much so that last June, 10.7 million job vacancies were vacant for lack of workers wishing to fill them.

According to Microsoft Employment Trends Index 2022conducted in 31 countries with 31,000 workers, shows that now 4 out of 10 respondents give more priority to family and personal life than before the pandemic at work.

This problem is not only based on the expectations or wishes of the collaborators, but also concerns the work centers, since they fail to retain their employees and, at the same time, the new generations. they value more opportunities to learn and grow in the workplace.

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What’s going on in Mexico?

In Mexicothe phenomenon has different expressions due to the particular characteristics of the labor market which does not have unemployment insurance, for which many workers are forced to continue to work in places where the conditions are not the best.

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“One of the reasons why that we have not had a large layoff of employees, it is because there are no opportunities like in other countries”, explained Ricardo Rodarte, general manager of OCCMundial, one of the main online job sites in Mexico.

This tells us that people stay because it’s still their best option to keep the job they have and give whatever they can to support their families.said.

67% of employers in the country say quits have increased, registering 15% more than before the pandemic, according to the results of the study The Great Attrition: Quitting in Mexico, prepared by OCCMundial with Grupo Azimuth and GDV Group.

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The exercise reveals that labor turnover has increased in Mexico, since three out of four workers say they are satisfied with their job; however, 40% of employees can leave the organization in the next six months.

Dissatisfaction leads to resignation, but satisfaction it is not a guarantee of retention. Neutrals, who say they are dissatisfied but not dissatisfied either, are more likely to leave than to stay; 63% of them have expressed their wish to resign, warned Alejandra Valero, director of quantitative research at GDV Group.

One of the main drivers of The great renunciation is professional exhaustion or wear and tear. Millions professionals are part of a global culture of burnout. As they try to climb the career ladder, they face more and more messages encouraging them to work “harder”, creating constant fatigue, said Felipe Jaramillo, head of marketing sales and recruitment at Robert Walters consulting firm.

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There is a problem with attrition, but burnout is only one element. Excessive work and stress are reasons for quitting work; however, they are not decisive. They are minor compared to problems like monotony, lack of recognition; these are the ones that are strongly correlated with the prevalence of quitting, Valero said.

Compensation

Another factor is related to career progression and compensation. From a company or employer perspective, there are three reasons for quitting that are most important: lack of leadership, lack of recognition and low pay, said David Centeno, Chief Strategy Officer at OCCMundial.

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Regarding low pay, he cautioned that when employers and employees talk about perceptions, they also include aspects regarding perks and benefits, which play an important role in avoiding resignation.

He said some of the ideal talent retention strategies include incentives and bonuses, recognitions, career plans, and courses and training, and flexible hours with 55% advancement.

There are also cases with sensitive reasons; people with children, sick or elderly parents, which has led single mothers or heads of families to decide to leave the organization to devote time to their families and later return to their professional lives.

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For Rodarte, “companies must adapt to the expectations of employees in this post-pandemic world and, as we move forward, we will rebuild another way of working.

“When our people feel that, they’re more engaged and work better, and that’s the goal we all pursue, to have the best talent possible and to have it at its maximum capacity,” he said. declared.

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