Employee and employer engagement is the biggest casualty in today’s corporate world. In the past, it was common for individuals to work for more than two decades or their entire career within a single organization, but such loyalty is now a rare occurrence.
In the rapidly changing world and economies, people are moving at a much faster pace compared to the last two decades. The average tenure of an employee is now 4-5 years at the mid to senior level, while at the junior level, it ranges around 2-3 years.
Furthermore, there has been a complete shift in the hiring trend within the corporate world. The move has been from permanent positions to contractual employment, which is indicative of the following changes:
The impact of these changes has been significant and far-reaching. Performance evaluations now heavily rely on numerical metrics, placing pressure on employees at all levels and resulting in quality issues related to workforce and customer response. Over the past two decades, organizations have reduced their investments in employee training and the development of cross-functional skills, leading to a loss of experienced employees.
To address the decline in employee engagement, several steps can be taken to promote stability in the corporate world from the employer’s perspective:
On the other hand, employees also play a crucial role in finding stability within an organization. They should recognize their own potential and competence, broaden their perspectives, and actively seek opportunities for growth and development within the company. By doing so, they can contribute to their own professional stability while supporting the organization’s overall success.