2024 was the year of transition to the present. Many companies have increased the number of days that employees must be away from their offices, and have also opted for a % in-person model. adopted by Amazon.
A recent study The University of Pittsburgh has revealed that these policies are being implemented staff turnover high among S&P usual companies D: that is the best qualified employees.
You don’t want talent for the job. The researchers analyzed the behavior of three thousand employees in 54 companies that participate in the S&P 500 Index. Among the conclusions, the authors highlight the relationship between the resignation of highly skilled workers and teas tense action return to work in those companies.
“These results are consistent with companies losing top talent and female employees having greater difficulty attracting talent following the ranks to return to work. Our study highlights brain drain as a significant return to work mandate, even for the world’s largest companies,” the authors of the study explain.
Hiring Stagnant, Turnover Soars. In a LinkedIn profile analysis of more than three million employees of these companies, the researchers found a change to the model even in more in-person companies. had a negative effect in their hiring processes.
After implementing these policies, the time to fill vacancies in positions left by qualified workers increased on average by 23%. On the other hand, the rental rate fell by 17%. That is, the company never replaces the employee who resigned. This is confirmed by the perception of companies that support major problems attract new talent after the reduction of labor flexibility.
Back to work as a show of strength. The study concludes that all the inconveniences of returning to work do nothing but harm the company, which is why they confirm that the real reason behind this measure is not an improvement in productivity. “Managers use the back-to-work mandate to seize power and blame employees for poor performance,” the report concluded.
another study published by researchers Mark Ma and Yu Ye Ding for the University of Pittsburgh a year ago, reached a similar conclusion on this matter. In it excluded drop in productivity in those companies that worked remotely, and no improvement was seen after returning to the in-person model.
Many suspected it, Elon Musk confirmed it. from trucks after completing the business of the BambooHR software platform, it showed that 18% of managers recognized the use of a return-to-work agreement to “drive out” part of the workforce, forcing resignation and saving their salary distinction. 37% you recognize that they are moving not well at all.
Elon Musk He is not so wise and it was said openly that they should be servants by article of ” WSJ that, from the new head of the department, which Vivek Ramaswamy will lead at the same time, teleworking will be prohibited for all officers, and therefore “voluntary redundancies” will reduce the number of officers.
Some people want to ignore them. A October report published by the work platform A microwave oven indicates that although 78% comply with orders to return to their company’s services, one in five employees admits Do not comply with these instructions.
More than 50% of them said they would resign if their company was forced to strictly comply with these policies. These figures illustrate a cultural change where work flexibility is no longer seen as a benefit, but as an expectation to consider when applying for a new job or a positive point when considering a job change.
Image | Unsplash (Marvin Meyer)
