I’m a sponsored blog partner with Spherion and participating in the release of findings from this year’s Emerging Workforce Study. All opinions are mine.
Since 1997 Spherion has released it’s Emerging Workforce Study and the findings, as always, provide a snapshot of trends in the workforce; the 2014 study is scheduled to be released in early April. Over the years Spherion has surveyed nearly 200,000 workers and the results highlighting trends, issues and strategies can provide a framework for HR and organizational leaders to identify what’s of critical importance in their specific organization today. As this infographic shows, the needs and expectations of workers has changed over time. When we look at trends such as the rise of the “free agent,” the impact of social technologies and the priorities that candidates/employees place on work-life integration we see how all of these have implications for HR professionals, recruiters and organizational leaders.
Data, such as that released in this year’s study, can provide us with insight on workforce trends and viewpoints which may not yet have manifested themselves in our particular organization but will, never fear, be showing up very soon.
Spherion’s Emerging Workforce Study has been tracking employees’ attitudes about their jobs or careers and there is some interesting data in the soon to be released 2104 study including:
▪ 46% of survey respondents agree that the recession has made them more interested in pursuing a work arrangement outside of traditional full-time employment and 62% have believe they can make a stable income by means other than a traditional work structure within a company
▪ 86% of workers rate work/life balance as their most important career priority
▪ Culture drives retention. One of the top reasons employees cite for staying at a job is because of the culture and work environment.
See what happened there? According to the study, employees know what will make them stay with an organization: culture, work/life integration, work relationships, and career development/mentoring opportunities among other things. And, as we see, if these things are not in place employees are more confident with heading out on their own and being a “free agent.”
Interestingly enough, according to study results, only 30% of employers cited turnover (and retention) as a top HR concern. I find this fascinating because I can barely turn around at an HR Conference without my peers lamenting their inability to attract and retain key talent. Are HR practitioners and leaders making assumptions about what’s important to their employees rather than actually asking them and this, in turn, is what is leading to disengagement and outward migration? Or, to take a dark and twisted view of it, do some organizations continue to view workers as disposable? Do some live by the motto “Retention doesn’t matter; we’ll just open up a requisition and hire someone else?”
I sure hope not.
The reality is that how we work, and what’s important to us, has changed dramatically and continues to evolve at lightning pace. Bottom line: if we are to get a handle on the workplace of the future it helps to pay attention to survey data such as this today.
Spherion partnered with bloggers such as me for their Emerging Workforce Study program. As part of this program, I received compensation for my time. They did not tell me what to purchase or what to say about any idea mentioned in these posts. Spherion believes that consumers and bloggers are free to form their own opinions and share them in their own words. Spherion’s policies align with WOMMA Ethics Code, FTC guidelines and social media engagement recommendations.