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辞职大潮不断,连高管也纷纷离职

辞职大潮不断,连高管也纷纷离职

Jane Thier 2022-06-28
为了更好地平衡工作与生活,高管们纷纷离开办公室。

图片来源:GETTY IMAGES

公司高管已经在考虑辞职了。

德勤(Deloitte)的一项新调查发现,近70%的高管正在认真考虑辞职,以寻求能够提供更好待遇的工作。这一比例远远超过了57%的有相同感受的非高管员工。

该调查询问了美国、英国、加拿大和澳大利亚的2100多名员工和高管,发现在新冠疫情期间,员工和高管都难以获得幸福感。这种普遍的压力和疲惫在很大程度上解释了为什么在过去的11个月里有超过400万美国人辞职。

但德勤的美国首席福利官珍·费舍尔告诉《财富》杂志,高管离职比例之高令人惊讶。也许不应该出现这样的情况。她说:“高管也是人,这两年半时间真的很艰难。当然,他们在挣扎。”

近四分之三的高管表示,新冠疫情对他们的健康产生了负面影响,他们非常重视自己的身体健康状况;绝大多数(81%)员工称,他们更关心如何提升自己的幸福感,而不是升职,而更注重升职的员工比例为68%。

大约三分之一的员工和高管指出,他们“总是”或“经常”感到疲惫、压力大、不堪重负、孤独或沮丧,但只有一半的员工和三分之二的高管称,他们会利用所有的假期时间。

在疫情的这个节点上,“每个人都在重新思考工作在生活中扮演的角色。”费舍尔说。 “高管不必处理与人相关的问题。这些问题通常由人力资源部门来解决。”

随着中级和入门级员工辞职人数创下纪录,曾经可能是“传统”的人力资源问题已经变得需要高管关注,高管发现自己越来越有责任为员工的幸福负责。老板和员工之间的这种不匹配表明事情进展并不顺利。虽然几乎所有(91%)高管都认为自己是关心员工、消息灵通的领导者,但只有56%的员工认为公司高管关心他们的幸福。

虽然几乎所有高管都认为他们应该对员工的幸福负责,但近七成的高管承认,他们目前在支持员工方面做得不够。个人倦怠会让团队难以振奋士气,让老板随时准备走人。

该研究的合著者、Workplace Intelligence的管理合伙人丹·施瓦贝尔在报告中写道:“全球组织都必须审视日常工作经历如何影响人们的幸福感。员工们不再愿意忍受一份总是让他们精疲力竭的工作,高管们也厌倦了目前的状况。”

费舍尔预测,鉴于大多数组织缺乏心理健康支持,那些花时间、做出承诺并进行投资来研究如何最好地促进员工的心理健康和幸福的组织将在后疫情时代蓬勃发展。

否则,“大辞职潮”(Great Resignation)将会继续,尤其是高管级别。费舍尔指出,由于高管的薪酬最高,他们离职的意愿也会逐步上升。“他们处于更有利的地位,可以这样想:‘我能够在找到其他工作前几个月不工作。’他们不会为了满足自己的生活需求而由于经济原因囿于某家公司。”(财富中文网)

译者:中慧言-王芳

公司高管已经在考虑辞职了。

德勤(Deloitte)的一项新调查发现,近70%的高管正在认真考虑辞职,以寻求能够提供更好待遇的工作。这一比例远远超过了57%的有相同感受的非高管员工。

该调查询问了美国、英国、加拿大和澳大利亚的2100多名员工和高管,发现在新冠疫情期间,员工和高管都难以获得幸福感。这种普遍的压力和疲惫在很大程度上解释了为什么在过去的11个月里有超过400万美国人辞职。

但德勤的美国首席福利官珍·费舍尔告诉《财富》杂志,高管离职比例之高令人惊讶。也许不应该出现这样的情况。她说:“高管也是人,这两年半时间真的很艰难。当然,他们在挣扎。”

近四分之三的高管表示,新冠疫情对他们的健康产生了负面影响,他们非常重视自己的身体健康状况;绝大多数(81%)员工称,他们更关心如何提升自己的幸福感,而不是升职,而更注重升职的员工比例为68%。

大约三分之一的员工和高管指出,他们“总是”或“经常”感到疲惫、压力大、不堪重负、孤独或沮丧,但只有一半的员工和三分之二的高管称,他们会利用所有的假期时间。

在疫情的这个节点上,“每个人都在重新思考工作在生活中扮演的角色。”费舍尔说。 “高管不必处理与人相关的问题。这些问题通常由人力资源部门来解决。”

随着中级和入门级员工辞职人数创下纪录,曾经可能是“传统”的人力资源问题已经变得需要高管关注,高管发现自己越来越有责任为员工的幸福负责。老板和员工之间的这种不匹配表明事情进展并不顺利。虽然几乎所有(91%)高管都认为自己是关心员工、消息灵通的领导者,但只有56%的员工认为公司高管关心他们的幸福。

虽然几乎所有高管都认为他们应该对员工的幸福负责,但近七成的高管承认,他们目前在支持员工方面做得不够。个人倦怠会让团队难以振奋士气,让老板随时准备走人。

该研究的合著者、Workplace Intelligence的管理合伙人丹·施瓦贝尔在报告中写道:“全球组织都必须审视日常工作经历如何影响人们的幸福感。员工们不再愿意忍受一份总是让他们精疲力竭的工作,高管们也厌倦了目前的状况。”

费舍尔预测,鉴于大多数组织缺乏心理健康支持,那些花时间、做出承诺并进行投资来研究如何最好地促进员工的心理健康和幸福的组织将在后疫情时代蓬勃发展。

否则,“大辞职潮”(Great Resignation)将会继续,尤其是高管级别。费舍尔指出,由于高管的薪酬最高,他们离职的意愿也会逐步上升。“他们处于更有利的地位,可以这样想:‘我能够在找到其他工作前几个月不工作。’他们不会为了满足自己的生活需求而由于经济原因囿于某家公司。”(财富中文网)

译者:中慧言-王芳

The C-suite has one foot out the door.

Nearly 70% of executives are seriously considering quitting their jobs in search of roles that better support their well-being, a new Deloitte survey finds. That far exceeds the 57% of nonexecutive employees who feel the same.

The survey, which polled over 2,100 employees and C-level executives in the U.S., the U.K., Canada, and Australia, found both employees and executives are struggling to prioritize their well-being during the pandemic. That widespread stress and exhaustion goes a long way toward explaining why over 4 million Americans have quit their jobs in the past 11 months.

But the high percentage of executives heading for the door is surprising, Jen Fisher, Deloitte’s U.S. chief well-being officer, tells Fortune. Maybe it shouldn’t be. “The C-suite are people, too, and it’s been a really difficult two and a half years,” she says. “Of course they’re struggling.”

Nearly three-fourths of executives said the pandemic has negatively affected their health, which they’re taking seriously; the vast majority (81%) said they care more about improving their well-being than about advancing their career, compared with 68% of employees.

Roughly a third of workers and executives reported “always” or “often” feeling exhausted, stressed, overwhelmed, lonely, or depressed, but only half of employees and two-thirds of the C-suite said they use all their vacation time.

At this point in the pandemic, “everyone is rethinking the role work plays in life,” Fisher says. “The C-suite hasn’t had to deal with people-related issues. Those were traditionally solved within HR.”

As mid- and entry-level workers resign in record numbers, what may once have been a “traditional” HR problem has grown to merit the attention of the corner office, who find themselves increasingly responsible for the well-being of their workforce. A mismatch between bosses and workers indicates that it’s not going very well. While nearly all (91%) execs consider themselves caring, plugged-in leaders, only 56% of employees think their company’s execs care about their well-being.

And while just about all of the C-suite agrees they’re responsible for employees’ well-being, nearly seven in 10 admitted they’re not currently doing enough to support them. Personal burnout can make it difficult to boost team morale, leaving bosses ready to head for the door.

“There’s a global imperative for organizations to examine how their day-to-day work experience affects people’s well-being,” Dan Schawbel, a managing partner at Workplace Intelligence, which coauthored the study, wrote in the report. “Employees are no longer willing to tolerate a job that leaves them constantly burned out and exhausted, and executives are also fed up with the current state of affairs.”

Given the dearth of mental health support at most organizations, the ones that will thrive in the post-pandemic era are those that make the time, commitments, and investments in figuring out how best to bolster mental health and well-being among their people, Fisher predicts.

Otherwise, the Great Resignation will continue, especially among the top bosses. Because the C-suite is highest paid, their willingness to leave a job adds up, Fisher says. “They’re in a stronger position to think, ‘Hey, I can afford not to work for a few months until I find something else.’ They’re not as financially bound to an organization to meet their living needs.”

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