Anil Gupta’s Post

📰 Hays' latest research reveals a troubling trend: nearly 48% of workers feel stuck with no career progression opportunities, up from just 32% last year. As optimism about career prospects dips to levels seen post-Brexit and early pandemic, are we on the brink of another Great Resignation? 💼 Over 57% of professionals plan to switch jobs within the next year. Yet fear of leaving secure roles and economic uncertainty are holding many back. 💬 Are you feeling the 'Great Dissatisfaction' too? What's your strategy for career growth in challenging times? 👉 Read Pam Lindsay-Dunn's full insights and discover how employees and employers alike can turn dissatisfaction into opportunities. 📌 https://lnkd.in/e95Ay_uQ #GreatDissatisfaction #CareerGrowth #HaysResearch #WorkplaceTrends #GreatResignation #HR #Resignation

🗣️ The #GreatResignation is effectively over. We’re now in the #GreatTalentStagnation, where #employers’ biggest concern is the lack of qualified #applicants - Fortune | Jane Thier #goodread "#Bosses want more #skilled #workers. Workers want more skills. Somehow, nobody is happy. Per the latest annual #Career Optimism Index #study from the University of Phoenix Career Institute, more than half of the 5,000 U.S. workers surveyed said they feel easily replaceable at their #workplace. Almost two-thirds said their #company doesn’t offer them chances to climb the ladder. About a third of workers said they felt company #leadership doesn’t recognize their contributions, which leaves them feeling disempowered and often leads to lower productivity." - #workplaceculture #professionaldevelopment #careergrowth #employmentopportunities #education #careers #careerpath #corporateamerica #gethired #humanresources #talentacquisition

Our research indicates that workers are experiencing the ‘Great Dissatisfaction’ predominantly caused by a lack of career progression opportunities. How will this impact the employment landscape as we head into the new year? As more professionals have their eye on changing jobs in order to develop their careers, employers must act fast if they want to retain talent and build a happy workforce. Head over to the full article by theHRDIRECTOR to learn more about our research, including insights from Pam Lindsay-Dunn, COO of Hays UK&I: https://lnkd.in/eF7R2jbj #jobdissatisfaction #careerdevelopment #talentretention #employmenttrends

The top three reasons people resign from their jobs are often interrelated and consistent across industries. Here's a breakdown with supporting data: 1. Lack of Career Growth or Advancement Opportunities Employees frequently leave jobs where they feel stagnant or see no clear career path. Statistic: 59% of employees cited lack of career advancement as a key reason for leaving their job (LinkedIn Global Talent Trends, 2022). 2. Inadequate Compensation and Benefits Many resignations are driven by dissatisfaction with pay, particularly in competitive job markets or during economic shifts. Statistic: 63% of U.S. employees say compensation is the most critical factor in job satisfaction (Pew Research, 2022). 3. Toxic Workplace Culture Toxic environments, including poor leadership, lack of inclusion, and disrespect, are major drivers of turnover. Statistic: Toxic work culture is 10.4 times more predictive of turnover than dissatisfaction with pay (MIT Sloan Management Review, 2022). Other notable reasons include work-life balance issues, lack of flexibility, and job burnout, but these three consistently top the list.

📈 The Great Resignation has transitioned into what is now being called the Great Talent Stagnation. According to the University of Phoenix Career Institute's latest Career Optimism Index, there's a major gap between employer expectations and the reality employees face. While over half of U.S. workers surveyed feel replaceable and lack opportunities to advance, nearly half of employers report struggling to find qualified candidates. This discrepancy highlights a clear need for businesses to invest in internal growth and skill development, not only to enhance productivity but also to save potentially $1.35 trillion in turnover costs. Let’s bridge the gap by valuing and developing the talent within. #TalentManagement #CareerDevelopment #BusinessStrategy https://lnkd.in/e8XhrQQR

We’re witnessing a troubling trend in the staffing industry, where many employees are experiencing short tenures due to the current market slowdown. The pressure from companies to deliver results quickly is intense, with many employees facing Performance Improvement Plans (PIPs) when placements don't happen fast enough. The toll this takes on individuals is not just emotional but can also have lasting career impacts. What’s even more concerning is the ripple effect on employees’ careers. When they try to transition to new roles, potential employers often look at their short tenures and hesitate to bring them on. This creates a vicious cycle: employees are forced into short-term roles due to market pressures, but then find it difficult to move forward because their career trajectory appears unstable. In reality, most employees are not just chasing a high salary—they are seeking a stable, supportive environment where they can grow, contribute meaningfully, and feel valued. Without this, even the most driven professionals can experience burnout, frustration, and career stagnation. A few months of instability or unsupportive work environments can permanently affect an individual’s confidence, their professional network, and their long-term career prospects. For employers, it’s essential to understand the impact this has not just on individual lives, but on the broader talent pool. In a competitive market, attracting and retaining top talent requires more than just offering high pay—it requires fostering an environment where employees feel supported, empowered, and able to thrive in their roles. Let’s rethink how we approach talent management in these difficult times. A supportive and understanding workplace can help individuals bounce back, build their careers, and contribute long-term to your organization’s success. #StaffingIndustry #CareerDevelopment #WorkplaceCulture #TalentRetention #EmployeeWellbeing #RecruitmentChallenges

With the workforce cycling through the Great Resignation and arriving at the Big Stay, workers are reconsidering what pushes them to take on a career shift as they explore new opportunities. Our new Global Workforce of the Future research from LHH and The Adecco Group discovered that the talent pool is prioritizing more than just salary and benefits when considering job options. Today’s "passive talent pool" is choosing to stay in their roles – for now – but has made it clear they are looking for constant opportunities to grow their skill sets and receive career guidance. I recently spoke with Emma Burleigh for Fortune on the important need for business leaders to invest more thoughtfully in their workforce in order to position their organizations for long-term success. Read more here:  #LeadershipDevelopment #LHH #Mobility #Culture

As HR professionals, we’re navigating the complexities of a post-pandemic workforce—hybrid models, shifting employee priorities, and a relentless #talentwar. But there’s a concerning trend highlighted in this article: career growth is stalling amidst widespread #dissatisfaction. Employees are craving #purpose, progression, and #recognition — but many feel stuck. It's time to rethink how we foster growth and #engagement in a rapidly evolving workplace and really leverage the #employeeexperience. Key takeaways: 1. Employees want opportunities for meaningful growth. 2. Organizations must address dissatisfaction to retain top talent. 3. HR leaders play a pivotal role in shaping the future of work. #FutureOfWork #CareerGrowth #HRLeadership #EmployeeEngagement #TalentRetention #WorkplaceInnovation https://lnkd.in/dwznsZn6

What is the ‘Big Stay'? According to recent research by LHH and The Adecco Group, although 75% of employees are opting to stay in their roles in 2024, this doesn't equate to complete job satisfaction. Many are actively reflecting on their career paths and seeking professional growth opportunities. For employers, this is a pivotal time to reassess how they facilitate skill development within their workforce. In a landscape marked by swift technological change and a shifting job market, the retention of top talent depends on this proactive approach. Gaëlle de la Fosse, President of LHH, underscored the imperative for corporate leaders to invest more strategically in their teams in a conversation with Emma Burleigh at Fortune. This investment is key to future-proof organisations by nurturing employee learning and growth. Discover key strategies in the full discussion here: https://lnkd.in/e-wcvSHk #leadershipdevelopment #lhh #mobility #culture #careerpaths

From the perspective of a leader in the outplacement space, the article "The New Unemployables: A Scary Future" underscores the critical need for comprehensive, adaptable support in today's challenging job market. The emergence of a new group of "unemployables" - skilled professionals struggling to find work even in a robust economy - highlights the inadequacy of traditional job search methods. Factors such as talent hoarding, job consolidation, and the anticipated impact of AI have created a perfect storm, leaving many job seekers feeling burned out and unprepared for the new realities of the job market. https://lnkd.in/efj_6JZR As a holistic outplacement provider, Meridian Resources offers dedicated coaching without time limits which is invaluable. Our services provide the personalized, long-term support needed to navigate these unprecedented challenges. A dedicated coach helps job seekers optimize their resumes for AI screening, develop crucial AI-related skills, and craft job search strategies that help them navigate a dysfunctional hiring system. Most importantly, the absence of time constraints allows for a comprehensive approach that addresses not just skills and strategies, but also the mental well-being and resilience of job seekers. This holistic, sustained support is essential in helping professionals adapt to industry-specific trends, overcome job search burnout, and ultimately succeed in a rapidly evolving employment landscape.