While the wave of the Great Resignation continues (in the first 9 months of 2022 voluntary resignations increased by 22% compared to the previous year), a new alarm has been registered in the world of work for some time, perhaps more dangerous than the Great Resignations: the “Quiet Quitting”, or a sort of silent motivational abandonment by employees towards their duties, in practice the employee respects the employment contract, without emotional involvement and without assuming responsibilities that go beyond the essential tasks.
According to research by Workplace Intelligence, 74% of Millennial and Gen Z employees plan to leave their jobs by the end of the year due to a lack of growth opportunities.
Unfortunately, “Talent internal mobility processes are greatly underestimated by companies but they are able to increase employee engagement and commitment“, explains Francesca Verderio, Talent Acquisition Manager of Zeta Service Individua.
This company, which guides organizations in the search and selection of new talent, offers an in-depth look at the topic and suggests seven concrete tips for avoiding and solving the problem.
In particular, we summarize the suggestions of the Zeta Service Individua experts to enhance internal mobility within companies which obviously must be adapted to the specific needs and culture of each company.
1. Your Path
3. Success Stories and Succession Plans
4.Human & Tech Management
5. Training and Upskilling
6. Talent Mobility Cultures
7. Start from the top