4 Things Your Employees Want in 2022 (and it’s not more money)

4 Things Your Employees Want in 2022 (and it’s not more money)

By now, almost everyone is familiar with “The Great Resignation”, the pandemic-initiated movement of millions of US workers into new jobs and industries. Unfortunately for employers, this movement isn’t stopping anytime soon. New research shows that 57% of employees are considering a new job in the coming year.

Employers are trying to halt attrition by offering quick fixes, like pay bumps or “thank you” bonuses. However, researchers and social scientists are finding that employers are missing the mark. As we move into 2022, it’s time for leaders to listen to what their employees are really asking for. And guess what - it’s not just more money.

1. Increased Flexibility

According to Harvard Business Review, employees expect flexibility within their job as much as they expect a 401(k). 88% of knowledge workers say they’re looking for flexibility in hours and location when looking for a new job. Employers that don’t offer flexibility are expected to see increased turnover as employees accept offers that better align with what they want.

2. More Holistic Benefits

In the workplace, employee well-being has expanded beyond physical well-being to include emotional, financial, social, and career wellness. Organizations are adding benefits that enhance the entire family life experience (i.e. well-being apps, educational resources for working parents on managing home schooling, an Employee Resource Group for working parents, etc.).

3. An End to Toxic Work Culture

According to MIT, toxic corporate culture is by far the strongest predictor of industry-adjusted attrition and is 10 times more important than compensation in predicting turnover. Toxic cultures include workers feeling disrespected, unethical behavior, and a failure to promote diversity, equity, and inclusion.

4. An Emphasis on Relational Value

Last fall, McKinsey uncovered the importance of relationships on attrition. Employers thought their employees were leaving because of burnout or compensation. However, when employees were asked their reasons for quitting, they cited that they didn’t feel valued by their organizations (54%) or their managers (52%) or because they didn’t feel a sense of belonging at work (51%). Rates were even higher among non-White or multiracial employees.

What all of this research is telling us, is it’s time to stop assuming, and it’s time to start listening. And it doesn’t have to come at a high price!

One of the best ways to hear how your employees are doing is through an engagement survey that asks the right questions. If you’re new to engagement surveys, we’re here to help get you started. Download our free Engagement Survey Guide, which includes a survey template with 20 expertly designed questions, along with tips for administering the survey and interpreting your results.