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What Workers Want Pre-COVID-19 Workforce Trends We are in the - - PowerPoint PPT Presentation
What Workers Want Pre-COVID-19 Workforce Trends We are in the - - PowerPoint PPT Presentation
What Workers Want Pre-COVID-19 Workforce Trends We are in the midst of a Skills Revolution where technology is transforming organizations and skills needs are changing rapidly, accelerating a global talent shortage and threatening productivity,
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3 HR People + Strategy ● September 2020
Workforce Trends
We are in the midst of a Skills Revolution where technology is transforming organizations and skills needs are changing rapidly, accelerating a global talent shortage and threatening productivity, sustainability and growth.
By 2022, 54% of all employees will require significant re- and upskilling. Of these, about
35% are expected to require additional training
- f up to six months, 9% will require reskilling
lasting six to 12 months, while 10% will require additional skills training of more than a year.
WEF: 2018 Future of Jobs Report
While 38% of organizations say it is difficult to train in-demand technical skills,
43% said it is even harder
to teach the soft skills.
2019 Humans Wanted: Robots Need You Report
“54% of employers
say they can’t find the skills they need.
2019 Talent Shortage Survey
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4 HR People + Strategy ● September 2020
Global Talent Shortages (2006 – 2019)
Global Talent Shortages at a 13-Year High
*Data collected in Q4 2017
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5 HR People + Strategy ● September 2020
Difficulty Filling Roles by Company Size
Large Companies Face Almost Double the Difficulty
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6 HR People + Strategy ● September 2020
Top 10 Most In-Demand Roles
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7 HR People + Strategy ● September 2020
What Workers Want varies by age, gender and geography. More Pay, Flexibility and Challenging Work are non-negotiables to all. Other priorities depend on where people are in their career life cycle and work as additional levers that employers can pull to attract and retain in-demand talent and under-represented groups. For example:
What Workers Want: A Generational Perspective
Millennials Gen Z Gen Xers Baby Boomers
Know they have career ultramarathons ahead of them Ambitious, hungry for cash and career development Know that flexibility = wellbeing Prioritize challenging work in their top needs
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8 HR People + Strategy ● September 2020
Hierarchy of Needs
- 1. Pay always matters
Pay is the top attraction and retention factor for all workers under 65 years old, regardless of gender.
- 2. Personalized career insight, driven from data and assessment
81% of workers who have been assessed report higher job satisfaction.
- 3. Challenging work in the form of education, experience and exposure
People want challenging work, to develop skills and further careers. Challenge ranks among the top 5 priorities for workers of all ages, genders and geographies.
- 4. Flexibility and control over calendar is a must and contributes to
worker wellbeing
Flexibility ranks in the top 3 priorities for workers of all ages, genders and geographies, it's the 2nd most important attraction factor for workers aged 25-44.
- 5. Purpose is a must - workers want to take pride in what they do
and who they work for
Purpose, brand and reputation rank in top 10 attraction factors for all workers.
Top Worker Needs
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Post-COVID-19
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Work Reimagined Choice & Voice
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HR People + Strategy ● September 2020
What we are learning
Technology is key to work and life Physical distancing will need to continue Many employees can work from wherever Employees are curious & are reskilling Well-being is key Leadership is being redefined Finding talent is still difficult but different
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HR People + Strategy ● September 2020
COVID-19: Global Impact At Work
- Almost all workers (94%) report concerns about going back to the workplace
- Most people agree that work-life balance will be better going forward
- Keeping their job is a top priority for workers in all countries and sectors (91%)
with the exception of IT workers who value flexibility most
Keeping their job is a top priority for workers everywhere After health concerns, workers are most worried about returning to an old way of working, losing the flexibility they have gained 8 in 10 want to better balance work and family in the future 43% workers believe this marks the end of the office 9-5. Most prefer 2-3 days a week in the workplace
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HR People + Strategy ● September 2020
In-Demand Roles Shifting
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HR People + Strategy ● September 2020
The Skills Revolution is Real
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HR People + Strategy ● September 2020
Celebrate or Commiserate – Returning to the Workplace
When economic outlooks are uncertain,employabilitymattersmost to workers, with9 in 10 workers say simply keeping their job is most important. Yethow workers feel about a returnvariesby gender andcareerstage:
Gen Z’s are most keen to return to the workplace to develop their careers and socialize, (51%), while millennials are least positive (38%) Men with childrenlist spendingtime with their family as a topbenefit to working
- remotely. Womenfeelmorenegatively
about going back to work,increasing in concern the younger the child – 61% for children 0- 5, 53% for children 6-17 and 50% for 18+. Almost half of men (46% feel positive about returning, only one-third of women (35%) feel the same. Women report feeling more concerned or nervous about the return. Both men and women rank not having to commute and having flexibility to work when convenient in their top three benefits of working from home Gen X value being in the workplace to concentrate and collaborate away from household responsibilities
- GenZvs. Millennials:
- GenXvs. Boomers:
Gender Divide: Working Parents:
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HR People + Strategy ● September 2020
5 Ways to Make the Next Normal Better for All
Employers needingtoadopt a People First approach andto reimagine a future of work that works fororganizationsand individuals alike-prioritizinghealth, wellbeing,and caring responsibilities.
About the Research:ManpowerGroup commissioned research tosurvey8000workers on theirattitudes towardswork since the impact of COVID-19.Research was carried outinJune 2020 byReputation Leaderssurveyingworkers aged 18 and over,balanced by age, gender in 8 countries, France, Germany, Italy, Mexico, Singapore, Spain, UK and US.
Ask Why. Why Return
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Skills are Evolving – Prepare for that Reality Flexibility and Balance for the Many not the few Physical and Emotional Wellbeing = New Health and Safety Build Resilience – In People and the Organization
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