Turnover is a challenge faced by companies of all sizes and sectors. The loss of employees can lead to significant financial losses and negatively impact productivity and organizational culture. In light of this scenario, a Talent Academy, HRTech that offers solutions for HRs and people managers, conducted a survey with 512 employees from 7 companies to analyze intention and retention within organizations
The study revealed that the retention intention rate of professionals is, on average, of 8,48 points on a scale of 1 to 10. The research identified significant differences between generations and genders. While Generation Y (born between 1981 and 1996) showed the highest average retention intention (9,4 points, Generation Z (born between 1997 and 2012) recorded the lowest average (6,76 points. Already in relation to gender, women showed a slight disadvantage compared to men, with an average of 8,29 points against 8,48 points
Table by generation
– Generation Y — average retention: 9,4
– Baby Boomers — average retention: 8,67
– Generation X — average retention: 7,72
– Generation Z — average retention: 6,76
Table by gender
– Male sex — average retention: 8,48
– Female sex — average retention: 8,29
The job market is becoming increasingly competitive and dynamic, what makes it essential to create efficient strategies to keep employees engaged and satisfied. Investing in professional development is one of the most effective ways to retain talent and ensure the sustainable growth of organizations, Renata Betti stands out, co-founder and CMO of Talent Academy
To retain Gen Z talent, it is essential to understand your unique characteristics, what differentiates it from Gen Y and other generations. Born in the digital age, these young people value technologically advanced and culturally inclusive work environments. An effective strategy is to offer flexibility in work, to meet the preference for a balance between work and personal life. Furthermore, Generation Z seeks purpose in their careers and values companies that promote positive social impact and diversity, continues Betti, that together with partners Maurício Betti and psychologist Jaqueline Padilha lead a team significantly composed of Gen Z collaborators
"It is interesting that these points I mentioned are also very relevant when it comes to retaining women". For that, it is essential to create an inclusive and flexible work environment, that supports a balance between professional and personal life, principalmente considerando que muitas são mães e/ou têm múltiplas jornadas de trabalho. Implement salary equity policies, extended maternity leave and offering leadership opportunities are also effective measures to increase female retention, concludes Renata Betti, what is a leader and a mother
