New expectations of workers in the global labor market

Although at a global level the crisis caused by covid-19 is already under control and many markets are advancing in the midst of economic recovery, it is a fact that the pandemic has led to profound changes in social and labor dynamics around the world.

(The labor market that Duke delivers to Petro).

In this environment of disruption and constant change, workers lead a process of transformation of the global labor market, which seeks to redefine how we work and live, and create more opportunities for well-being. The old paradigm of work today gives way to a new perspective in which workers no longer seek simply to survive, but rather to thrive in the work environment.

“For today’s workforce, thriving at work means being empowered to grow, fostering mental health and well-being, finding meaning and purpose at work, and defining your own success.” says Javier Echeverri, president of ManpowerGroup Colombia, a leading company in innovative human capital services.

In his most recent study, “what the workers want. From surviving to thriving at work”ManpowerGroup surveyed more than 5,000 corporate workers, as well as job seekers, in five countries: Australia, France, Italy, the United Kingdom and the United States. The results reveal a panorama of new trends in terms of what workers are looking for and expect, and allow us to glimpse the course of action that companies must follow to maintain and evolve within this new work paradigm.

MORE FLEXIBILITY AND A NEW LEADERSHIP

Hybrid and remote work paved the way for many workers to enjoy greater flexibility, and for many, this has become a must-have for work. Nowadays, 64% of workers want to move to a four-day work week, with compressed hours for maximum effort while maintaining a full salary.

(USA, in desperate search of workers: What happens?).

45% of employees demand to be able to have more control over their workday, choosing their start and end times, while 35% want to choose where to work, either from home or in the office, according to their daily needs.

Nearly 1 in 5 workers say they would be willing to work a four-day workweek for less pay, in exchange for the benefit of a better work-life balance.

“Flexibility, not just flexible working, will be a lasting legacy of the pandemic,” says Echeverri. “Employers have to listen, adapt and respond to what workers want now, more than ever.”

The study of ManpowerGroup It also found significant changes in expectations on the part of workers regarding leadership in companies. 71% of employees want to have leaders they can trust and 74% consider it important to have supportive management.

Almost 80% of workers say they want to work within a team that they like, that they can trust to carry out their day-to-day tasks. “Trust is important to have a thriving workforce,” Echeverri explains.

“Equipping leaders with the right skills so they can support their employees will help organizations meet the needs of people and the business.”

The executive also emphasizes the key role of leaders in creating a workplace with more flexibility, autonomy, confidence, coaching, development and that is more conducive to the physical and mental well-being of all employees.

PERSONAL WELL-BEING AND MENTAL HEALTH

The pandemic and its disruptive effects on the health, work and family life of many people, has caused workers to reconsider their priorities based on a better balance between work and personal life. According to the ManpowerGroup study, mental health and personal and family well-being today top the list of benefits that employees value as essential and that they hope to have as a complement to their work.

Expectations fall heavily on employers, as most workers want support from their employers to stay healthy. 56% of employees want more access to fitness resources, and 54% want healthy food options at work.

Lifelong learning is also an area of ​​interest for many workers, with 73% expecting opportunities to learn and develop new skills on the job and 26% outside of work. Likewise, more than half of the collaborators want support for family care, specifically to be able to dedicate time to caring for their children and elderly relatives.

(The hiring intention rises in the third quarter).

Another finding of the study is how the pandemic crisis made mental health a priority issue for workers, who now demand that companies support them to guarantee their mental well-being.

25% of employees want organizations to provide more mental health support to protect themselves from burnout. This phenomenon affects mostly young workers: 42% of them have a greater feeling of being overwhelmed. However, this group is also the most open to discussing mental wellbeing at work and requesting the resources they need from their employers.

“Increasingly, employers will be urged to prevent burnout, build resilience and support mental health”assures Echeverri. “Wellness is no longer seen as a benefit, but as a fundamental strategy for success.”

In the new paradigm of work that the world is going through, people do not want to have to survive, they want to prosper. Workers demand more options: flexibility, autonomy and well-being. For Echeverri, the companies that are willing to stop, listen and, more importantly, take measures to attract, nurture and retain the best talent, will be the ones that can overcome the difficulties posed by the current labor market and thus come out stronger and increasingly productive.