What does the trend of self-employment say about workers' insights?

What does the trend of "self-employment" say about workers' "insight"?

Quitting a job but not intending to apply for another one is the current trend of self-employment among the workforce. In the face of this wave, even if businesses have “jobs”, it is difficult to find candidates. So what should they do to turn around this situation?

Active unemployment

Not intending to continue interviewing for jobs, not accepting new job offers, giving yourself a break to find a breakthrough, that is how workers choose to "self-unemployment".

“I chose a period of time to do nothing after submitting my resignation from my old job and arranging my finances. After 3 years with the company, this is the time for me to rest and hone my new skills. When I am ready, I will actively search,” shared Cao Thanh Th. (former employee of an Agency in Ho Chi Minh City).

Another case in the “actively choosing unemployment” group is Minh Hoang, a former IT Manager. After he quit his job, he received many job offers, but he has not made a decision because he wants to find a more suitable opportunity. “I love my job but I also want to balance my personal life and focus more on taking care of my family,” he shared.

In a LinkedIn survey, 78% of workers crave a drastic change in their career. Quitting a job is an opportunity for them to reflect, learn skills and be ready for bigger challenges. At the same time, workers also have higher demands for “work-life balance”.

Balance is considered the Top 2 priority of every generation of workers. (Source: Talentnet – Mercer 2023 Compensation Report released at The Makeover event)

The Talentnet-Mercer 2023 Compensation Report also shows that in addition to finance, the factor of “work-life balance” is given top priority, especially among young workers. In addition, “value and meaning of work”, “gratitude for work”, “compatibility between work and personal values” are also given top priority by workers aged 30 and over.

Talking about this trend, Ms. Ly Ngoc Tran, Director of Talentnet Outsourcing Human Resources Services, said: “Managing more than 10,000 employees over the past years has given us many interesting perspectives. Specifically, with the trend of self-unemployment, there will be many reasons. It could be due to work overload, so employees need a long break, or because they have not found the value of the job, making them easily discouraged and less attached to the organization. Regardless of the subjective or objective reasons, I think businesses need to take action. This trend can make the recruitment problem of businesses more difficult because the current recruitment balance is no longer in the hands of businesses but in the hands of workers.”

Businesses proactively "take precautions"

“Instead of being insecure, businesses can proactively prepare for this trend using a ‘pincer’ approach: on the one hand, building a working environment and welfare policies that meet the needs of current employees, on the other hand, preparing additional resources to reduce the workload for the existing team and prepare for the future human resource problem. This will both make employees change their decision from passive unemployment to proactive recruitment, and ‘prevent’ the situation of a possible talent shortage,” Ms. Tran shared.

Ms. Ly Ngoc Tran (far left) and HR leaders share their perspectives on the importance of HR in helping to ensure employee resilience in an ever-changing environment.

Building welfare policies that meet needs

In addition to salary and financial benefits, the workforce also desires to have good mental health. From these desires, businesses can consider investing in building and improving employee welfare policies, aiming to balance the body, mind and spirit of employees.

Ms. Tran suggested that classifying days off for employees is also one of the solutions that businesses can consider. In addition to the 12 regular days off, leaders can add unexpected sick days, or add 1 day of “Mental health” leave. This helps employees feel cared for and is a “bright spot” to attract potential candidates to the business.

Reduce workload for operations team

Businesses need to look for long-term solutions to avoid imbalances among workers by reducing the workload for employees. To solve the problem of shortages of workers and multiple tasks, businesses can apply automation solutions using software, artificial intelligence, etc. to replace and support the tasks that employees are performing.

In addition, businesses can consider using a reputable third-party outsourcing HR service to reduce administrative work for the HR team, so that they can focus on strategic activities for the business. Finding alternative human resources from a third-party service helps to supply human resources according to business requirements, ensuring the quality of labor resources in the short term.

“The trend of voluntary unemployment is a challenge but also creates an opportunity for businesses to re-evaluate current human resource policies to ensure they are timely and in line with employee expectations. By putting employees at the center of human resource policies, businesses can confidently “score points” with employees and candidates, turning ‘proactive unemployment’ into ‘proactive work’,” Ms. Tran concluded.

Source: https://baodautu.vn/xu-huong-tu-that-nghiep-dang-noi-gi-ve-insight-cua-nguoi-lao-dong-d218259.html