Source | www.linkedin.com | Greg Lewis
Co-authors: Greg Lewis, Eric Knudsen, Ph.D., and Yao Huang
Retention is top of mind for many talent professionals right now. As the global economy gradually and unevenly recovers from the pandemic, companies could see a rise in attrition. Workers currently “sheltering in job” may start looking for a new job when things return to normal (or normal-ish).
But what actually drives employees to look for a new job? And what pushes them to go one step further and apply?
New data from Glint and LinkedIn suggests several factors at play — from high levels of stress and heavy workloads to a lack of manager care and support to the ability to disconnect from work when off the clock.
Read on to see how all these factors are linked to whether employees are happy to stay at your company or eager to move on to their next job opportunity.
Job browsing is more common when workforces are stressed and overloaded
As employee burnout levels reach record highs, some of that exhaustion may be fueling people to look for a new job. High stress levels and unmanageable workloads are significantly correlated with the share of employees who recently viewed a job post.
With burnout rates rising for both managers and individual contributors, these connections are a wake-up call for employers hoping to retain talent over the next few years.
As Adam Grant, an organizational psychologist at The Wharton School, recently told The Atlantic, companies can take action to reduce burnout by lowering workloads, giving employees more autonomy, and providing greater support.
Actually applying for a new job is correlated with a lack of support and care from direct managers
Up to this point, we’ve only considered job views — whether or not an employee looks at a job post. But as anyone who’s gone window-shopping can attest, looking at something and actually buying it are two very different things.
Applying to a job sends a much stronger signal that an employee is prepared to leave their current company.
