近三分之二的員工正在尋找新工作,而且也將找到工作。普華永道(PricewaterhouseCoopers)的一項新調(diào)查發(fā)現(xiàn),近90%的公司高管稱,他們發(fā)現(xiàn)機(jī)構(gòu)的員工流動率比以往有所增加。
尋找新工作的員工數(shù)量自今年春季以來幾乎翻了一番。8月初,普華永道對1007名全職和兼職美國雇員以及752名高管進(jìn)行調(diào)查后發(fā)現(xiàn),其中約64%稱自己正在尋找新工作,較5月的36%有所增長。
普華永道的首席客戶官尼爾?達(dá)爾在8月19日稱,這一增幅是“巨大的”。“簡單來說,很多員工都嘗試過,而且他們也在尋求改變?!睂で筇鄣奈靼嘌酪岷秃谌斯蛦T比例(分別達(dá)到了82%和67%)比白人更高,約57%的白人稱有跳槽意愿。
對很多人來說,跳槽背后最主要的原因是拿到更多的薪資,46%的女性稱更好的薪資是其跳槽的最大動因,而有此想法的男性比例為34%。
很多公司都意識到了這一點,而且上調(diào)了某些崗位的薪資。華爾街的各大公司,例如美國銀行(Bank of America)、巴克萊銀行(Barclays)、花旗集團(tuán)(Citigroup)、高盛集團(tuán)(Goldman Sachs)、摩根大通(JPMorgan Chase)和摩根士丹利(Morgan Stanley),今年紛紛調(diào)高了其分析師的首年薪資。
很多零售商和連鎖餐廳,包括開市客(Costco)、Chipotle、麥當(dāng)勞(McDonald’s)和安德瑪(Under Armour),也都將其最低時薪上調(diào)至15美元或更多,以便留住員工。
在薪資之后,員工看重的其他首要動因包括更好的福利和職業(yè)發(fā)展。很大一部分高管曾經(jīng)表示,他們認(rèn)為薪資是最重要的動因,這一點他們說對了,然而很少有人意識到,福利也是一個重要的動因。
達(dá)爾說:“在大多數(shù)情況下,高管十分了解其員工跳槽的原因。然而,當(dāng)說到為員工提供其最想要的獎勵時,他們卻一臉茫然。”達(dá)爾還指出,雇員越來希望得到更多實質(zhì)性的獎勵。他建議各大公司不僅要提供更高的薪酬,同時還需要考慮提供重新構(gòu)想的福利,比如凸顯工作靈活性和員工福祉的福利。
達(dá)爾說:“雇員明確表示,他們非常非常重視非薪資福利,例如更好的工作靈活性、職業(yè)發(fā)展、福祉和技能提升?!?/p>
盡管我們很難預(yù)測美國的這種跳槽熱現(xiàn)象是否會持續(xù),但達(dá)爾說,這一現(xiàn)象可能會因為行業(yè)的不同而有所改變。一些行業(yè),比如金融服務(wù),可能已經(jīng)達(dá)到了求職頂峰。其他行業(yè),例如科技,可能還沒有達(dá)到頂峰,因此這些數(shù)字還會繼續(xù)走高。
達(dá)爾說:“總之,話語權(quán)目前似乎在雇員手中?!保ㄘ敻恢形木W(wǎng))
譯者:馮豐
審校:夏林
近三分之二的員工正在尋找新工作,而且也將找到工作。普華永道(PricewaterhouseCoopers)的一項新調(diào)查發(fā)現(xiàn),近90%的公司高管稱,他們發(fā)現(xiàn)機(jī)構(gòu)的員工流動率比以往有所增加。
尋找新工作的員工數(shù)量自今年春季以來幾乎翻了一番。8月初,普華永道對1007名全職和兼職美國雇員以及752名高管進(jìn)行調(diào)查后發(fā)現(xiàn),其中約64%稱自己正在尋找新工作,較5月的36%有所增長。
普華永道的首席客戶官尼爾?達(dá)爾在8月19日稱,這一增幅是“巨大的”?!昂唵蝸碚f,很多員工都嘗試過,而且他們也在尋求改變?!睂で筇鄣奈靼嘌酪岷秃谌斯蛦T比例(分別達(dá)到了82%和67%)比白人更高,約57%的白人稱有跳槽意愿。
對很多人來說,跳槽背后最主要的原因是拿到更多的薪資,46%的女性稱更好的薪資是其跳槽的最大動因,而有此想法的男性比例為34%。
很多公司都意識到了這一點,而且上調(diào)了某些崗位的薪資。華爾街的各大公司,例如美國銀行(Bank of America)、巴克萊銀行(Barclays)、花旗集團(tuán)(Citigroup)、高盛集團(tuán)(Goldman Sachs)、摩根大通(JPMorgan Chase)和摩根士丹利(Morgan Stanley),今年紛紛調(diào)高了其分析師的首年薪資。
很多零售商和連鎖餐廳,包括開市客(Costco)、Chipotle、麥當(dāng)勞(McDonald’s)和安德瑪(Under Armour),也都將其最低時薪上調(diào)至15美元或更多,以便留住員工。
在薪資之后,員工看重的其他首要動因包括更好的福利和職業(yè)發(fā)展。很大一部分高管曾經(jīng)表示,他們認(rèn)為薪資是最重要的動因,這一點他們說對了,然而很少有人意識到,福利也是一個重要的動因。
達(dá)爾說:“在大多數(shù)情況下,高管十分了解其員工跳槽的原因。然而,當(dāng)說到為員工提供其最想要的獎勵時,他們卻一臉茫然?!边_(dá)爾還指出,雇員越來希望得到更多實質(zhì)性的獎勵。他建議各大公司不僅要提供更高的薪酬,同時還需要考慮提供重新構(gòu)想的福利,比如凸顯工作靈活性和員工福祉的福利。
達(dá)爾說:“雇員明確表示,他們非常非常重視非薪資福利,例如更好的工作靈活性、職業(yè)發(fā)展、福祉和技能提升?!?/p>
盡管我們很難預(yù)測美國的這種跳槽熱現(xiàn)象是否會持續(xù),但達(dá)爾說,這一現(xiàn)象可能會因為行業(yè)的不同而有所改變。一些行業(yè),比如金融服務(wù),可能已經(jīng)達(dá)到了求職頂峰。其他行業(yè),例如科技,可能還沒有達(dá)到頂峰,因此這些數(shù)字還會繼續(xù)走高。
達(dá)爾說:“總之,話語權(quán)目前似乎在雇員手中。”(財富中文網(wǎng))
譯者:馮豐
審校:夏林
Nearly two-thirds of workers are on the hunt for a new job—and they’re getting them. Nearly nine out of 10 company executives say they are seeing higher-than-normal turnover at the organizations, according to a new survey from PricewaterhouseCoopers.
The number of workers looking for a new job has almost doubled since spring. About 64% reported they were seeking a new job at the start of August, when PwC surveyed 1,007 full-time and part-time U.S.-based employees and 752 executives. That's up from 36% of workers in May.
That's a "significant" jump, Neil Dhar, PwC's chief clients officer, said on August 19. "Simply put, many workforces are just tired, and they're looking for change." Hispanic and Black employees are more likely to be looking—82% and 67%, respectively—than white workers, about 57% of whom cited a desire for a new job.
The biggest reason for the job search for many is a better salary, with 46% of women saying better pay was the biggest driver compared to 34% of men.
Many companies are recognizing this and increasing the pay rates on certain jobs. Wall Street firms Bank of America, Barclays, Citigroup, Goldman Sachs, JPMorgan Chase, and Morgan Stanley have all raised the salaries of their first-year analysts this year.
Many retailers and restaurant chains, including Costco, Chipotle, McDonald’s, and Under Armour, have also boosted their minimum wages to $15 or more to entice workers.
After salary, workers cited better benefits and career advancement as the other top motivators. A significant number of executives correctly said they believed salary was the top motivator, but few realized benefits were a major motivator.
"For the most part, executives have a good grasp on why their employees are looking elsewhere. But when it comes to offering incentives that employees want most, they’re falling short," Dhar said, adding that employees are demanding more tangible rewards. He recommended companies not only offer better compensation, but also consider providing reimagined benefits that prioritize flexibility and well-being, for example.
"Employees have been clear that they deeply, deeply value nonmonetary benefits like expanded flexibility, career growth, well-being, and upskilling," Dhar said.
While it’s hard to predict if the U.S. will continue to see such high rates of job-hopping, Dhar said Thursday that it will likely vary by industry. Some sectors, like financial services, may have already hit the peak job search. Others, like technology, likely have not hit the peak, and these numbers continue to go high.
“The bottom line here," Dhar said, "is that the employee seems to have the power at the moment.”