Food for Thought: Generational Tenuresuzette
According to hiring specialists, Career Junction, most employees tend to not stay in their jobs for longer than three years. The latest Career Junction Employment Insights report for May 2022 shows that between April 2021 and April 2022, recruitment activity has increased by 32%. “Despite this, in an ever-evolving employment landscape, retaining employees can be challenging”, said Career Junction. Their results estimated that candidates in South Africa stay in the same job/company for about 2 years and 10 months before moving on.
Employee retention is influenced by employees’ professions and their generations. It was reported that the “Baby Boomer” generation (employees between the ages of 58 and 77 years old) have an average tenure of 7 years and 1 month. On the contrary, Gen Zs (employees under the age of 27) have a tenure of 1 year and 4 months.
Today’s workforce includes members of five different generations which means that management is required to lead multigenerational teams which present many challenges but also many opportunities. In 2019 Business News Daily reported that Generation Z made up 24% of the global workforce and that this number would only grow larger in the years to come.
Although we should not rely on harmful stereotypes about each generation, there is no denying that there are similarities between the thought processes and needs of younger employees entering the workplace. Companies will need to demonstrate that they are diverse, environmentally conscious, inclusive and tech savvy in order to attract the younger folk.
Despite the generational gap, the world of work in its entirety has changed tremendously. Talented and well-educated employees are searching for companies that prioritise career development, diversity, flexibility, branding, stability etc.
The Organisational Development programmes we offer to our clients focus on the organisation’s specific developmental areas. Joubert & Associates can assist you by facilitating a practical and tailor-made session to strategically plan your company’s next steps in managing talent attraction and retention, establishing concrete values or being a thinking partner during change management. Furthermore, recruitment and selection, which form the core of Talent Management, is a specialist area within the HR field in which we assist. It is of the utmost importance that the most suitable employer-employee match is made and that the company’s long-term vision is realised.
It is advisable that employers take a minute to reconsider what they prioritise, what their company values are and how this reflects to the pool of potential candidates, clients or stakeholders.
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