McKinsey&Company
Staving off attrition
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The gray resignation. Of the five million US workers who left their jobs during the COVID-19 pandemic, the majority—nearly 70%—were 55+. In the UK, meanwhile, the employment rate of over-50 workers fell twice as much as that of workers aged 25 to 49 in 2020. Older workers are leaving the workforce at high rates, reversing a prepandemic trend of older workforces and leaving behind substantive skills shortages. [FT] |
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The great job switch. About 64% of recent job switchers report that their new job pays more, and nearly 9% say that they’re earning at least 50% more, according to a recent survey of more than 2,000 workers in the US. The job-switching trend is expected to continue: one-fifth of workers aged 25 to 54 expect to leave their current job within a year, and one-fourth expect to stay just one or two years. [WSJ] |
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Acute talent shortage. Workers want more flexibility, more career mobility, more money, and—crucially—greater purpose. STEM [science, technology, engineering, and mathematics] workers especially are leaving their jobs for similar ones that pay more. The ongoing talent shortage is real and may get worse. But as leaders go on the lookout for talent during this Great Attrition, they may be overlooking their best internal talent.
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Go internal. McKinsey’s Emily Field, Bryan Hancock, and Bill Schaninger discuss on a recent episode of McKinsey Talks Talent how an internal talent marketplace—an AI-enabled platform that matches openings with internal employees—could help organizations bridge talent supply and demand. Such a marketplace, they posit, can democratize the hiring process and reduce bias by creating more transparency into relevant jobs. The benefits are massive: workers can move into well-fitting internal roles, while employers retain people rather than watch them leave.
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| — Edited by Justine Jablonska |
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