The so-called ‘great resignation’ seems to have been a ‘great re-evaluation,’ according to a new survey from an employment solutions company. And aftermarket companies find themselves having to adjust.
Employees are in the driver’s seat when it comes to the job market and their expectations have grown, reported ServiceNow, a digital workflow organization. Canadians want more definition and better flexibility while their new job benefits.
Efficient resignation refers to employees who quit their jobs during the COVID-19 pandemic. Remote options, for example, allow workers to switch companies and to a job they may be more interested in working for.
This is a change from the work environment before COVID, it said. Traditional workplace policies and compensation are no longer sufficient to attract and retain talent. Employers are now once again evaluating employee experience within their companies.
ServiceNow’s New World of Work Education spoke to more than 1,500 workers in Canada. One fact it found is that companies can’t expect to throw money at bad success problems – seven in 10 (71 percent) said they would never take a job that fails or has no reward even if it pays more. .
Jon Douglas, president at Mahle Aftermarket, was one of many aftermarket leaders who spoke about job challenges at the recent Automotive Aftermarket Suppliers Association Vision Conference. Money may attract, but it doesn’t stay.
“What is needed to retain employees?” he mentioned as a key question the company asked itself. “And now, we’re talking more about career-focused perspectives for warehouse staff. That’s not something we used to do in the past. ”
From left, moderators Barry Neal of Roland Berger, Chris Pruitt of East Penn, Tania Wingfield of BorgWarner and Jon Douglas of Mahle Aftermarket speak at the AASA Vision Conference in April 2022.
If you can create a great workplace experience, that has its own value to employees, says Marc LeCuyer, vice president and general manager at ServiceNow Canada.
“Employee experience has become new money in talent search, and it’s critical for companies to stay competitive,” he said. “Experiences are shaped by the type of work employees do every day. Having a job that feels impactful or important, and where you think you are contributing to a larger goal or purpose, is key. in building great work experiences. ”
Remember, Douglas said, what attracts the older generation to a company is not what attracts the younger majority. You need to know what is important to them.
“Because it’s not the same for us, sure,” he said in a panel discussion. “They have different desires and concerns and needs. So we need to find a way to appeal to them.”
What prevents employers from offering a valuable workplace experience? Workers report that they spend 30 percent of their work week-that’s 12 hours in a 40-hour work week-on low-key tasks. A day and a half, in their eyes, was wasted.
Two in three (67 per cent) of Canadian employees agree that their employers want to invest in advanced technologies such as artificial intelligence to take care of those low-level tasks and allow staff to free up time. for more meaningful work.
It can reduce stress (46%), free time (33%) and reduce burnout (23%), according to the survey.
“Canadian office workers want to know that they are experiencing continuous personal and professional growth at work. But they can’t do that if they spend a third of their time on tasks they are not inspired to do,” he said. said LeCuyer. “Employers need to find ways to reduce the low cost of work. The use of digital tools can fill the gap to make day-to-day work simpler, easier and faster to free up time for employees to focus on the more important and enjoyable aspects of their jobs – the work only people can do. “
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