Businesses risk losing the top employees that will help them “build back better” if they cannot show them what’s in it for them. Questionmark, the online assessment provider, is calling on employers to prioritize “career development” and “social responsibility”, to ensure they retain and attract the team members that will help them thrive in the future.
“The Myth of Certainty: creating agility in the workforce and developing meaningful business plans”
Questionmark has released a new report, “The Myth of Certainty: creating agility in the workforce and developing meaningful business plans”.
The report argues that, as businesses plot their path to recovery, certain essential skills will be in high demand. These skills include helping employers digitalize their services and operations, and “problem-solving”, the ability to adjust to a range of situations and overcome a variety of obstacles.
Even in the uncertainty of the pandemic, 24% of workers have been searching for new jobs.1 When things look brighter, the staff with the most sought-after skills will be most likely to move elsewhere to new challenges.
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The report argues that, by working to retain the best staff now, employers can lay the foundation for future success. They can do this by:
- Emphasizing career development – the “lack of career development” regularly tops the reasons people leave their jobs.2 Offering meaningful opportunities to the best employees will help improve retention.
- Committing to worker welfare and social responsibility – 75% of millennials would be happy to take a pay cut to work for a socially responsible employer, according to a survey for Cone Communication.3
Lars Pedersen, CEO of Questionmark, said: “The future may be unclear. But a successful strategy will always ensure that the right people are in the right roles. As economic uncertainty continues, many employees will be looking to stay put. But those with the skills to manage change and tackle emerging problems will be in high demand.
“People often leave jobs because they believe better development opportunities lie elsewhere. Leaders can show staff that those opportunities exist without the need to switch employer by creating personal development plans based on their current skills.”
Measuring the progress of a team member’s skill development will enable employers to create tailored career development plans. They can compare an employee’s goals to their current skill base and offer relevant direction, training and support.
Getting a clear picture of the skills of workers will help employers understand how change-ready their workforce is. It will help them make better decisions on training, development and recruitment.