I understand that talent retention has been an increasingly significant challenge for a large number of companies – not only in technology, but generally, who need to deal with people from different generations on the team and who often lose employees with enormous potential for reasons that could have been avoided. And why is it that this has been increasing?
What I have noticed, especially after the pandemic, it is a 'veiled exploitation' of employees, offering inadequate working conditions, a toxic environment – to use the trendy jargon, with salaries below the market and, many times, without benefits. Today, people have more opportunities in the market and do not accept having to perform many functions without being adequately compensated for it.
Dissatisfaction can arise from various reasons, but when we mess with the wallet, the "hole is even deeper". Not to mention that the collaborators, especially, the youngest, they do not usually remain silent about some impositions that are made and, for this reason, end up being labeled as lazy or unwilling to work. And we know that many times, it is not true.
According to the 2024 report conducted by Talent Trends, recruitment and selection company of Michael Page, about 28% of Brazilians, even being satisfied in their jobs, actively seek new opportunities. This data, added to the increase in salary dissatisfaction – which went from 39% to 52% in a year, signals a growing dissatisfaction in the job market.
Many times, leadership loses great employees over nonsense, because he didn't want to raise the salary or give any benefits – even recognizing that there is merit in that collaborator,or because it imposed conditions that harm more than help. These little things end up wearing people out, that start looking for other job opportunities, so that they can leave the company they are in and start in another job.
Companies need to be increasingly aware that they must change some behaviors in order to attract and, mainly, retaining talents that are already part of the team. It is important to emphasize that I am not saying that managers should do everything that employees want, but they need to have active listening to be able to provide better working conditions overall and opportunities for growth.
Yes, the salary or financial remuneration is important, but even a good salary, an hour tires, depending on the work environment, which is basically defined by leadership and the way management is done. In this sense, use a tool like OKRs – Objectives and Key Results, can you help with this process. You must be wondering: why?
The tool suggests that team members take part in the construction of the goals, the objectives and the results that must be achieved at the end of the cycle, what is important for the evolution of the company, will make each employee feel more valued, because it allows them to see how their work impacts the whole. This greatly increases employee engagement and will boost efforts to achieve the desired results.
