- Half of HR leaders are struggling to attract candidates under 30
- Younger workers want more flexible work opportunities
- There is a need for greater AI training options, says Personio
More than half (54%) of British SMB employees have considered quitting over dissatisfaction with poor wages (33%), their balance between working life (29%, stressful environments (29%) and a lack of career development (27%), new research has claimed.
The figures from Personio show how workers who stop have had a major impact on SMBs, with an average cost of £ 233-235k in the past year, wasted on preventable revenue, mismatch and skills discrepancies.
Two out of five (38%) HR leaders also agree that talent shortages are now their greatest risk, is it time to consider employment?
SMBs are struggling to preserve talent
The report found that three-quarters (76%) of British HR leaders now say they hire skills and fitness rather than degrees, by two-thirds (67%) expecting an increase in skill-based employment over the next year.
Workers are clearly on board with this, where 73% want employers to prioritize transferable skills so that they have access to new opportunities.
However, it has become clear where companies are failing their workers – only 43% of employees feel that they are getting sufficient AI training and support at work. The lack of it is said to make employees 22% more likely to leave.
With 49% of HR leaders who are now struggling to attract candidates under 30, despite the fact that 74% agree that Junior Talent is important, it is clear that companies have to offer more engaging learning opportunities to preserve talent.
Personio’s report also reveals developing post-pandemic trends, with 39% of younger workers saying they would quit if asked to work from the office more than three days a week. Three out of five (62%) agree that the traditional 9-5 is outdated, with 55% of all ages noticing better performance when choosing their own hours.
Personio Chief People Officer Lenke Taylor summarized some of the changes that companies can make to put them to an advantage: “Investment in development, trust in employees to work flexibly and hire for potential – not just on their credentials.”
