Dissatisfaction is rising among executives, to such an extent that nearly half of them, 44%, plan to leave their company this year, according to the latest Cadremploi barometer.
Would there be unease among French executives? According to the latest edition of Cadremploi barometer, carried out by Ifop, 20% of executives are not satisfied with their professional situation. This represents 6 points more than last year. Among the main reasons for dissatisfaction: management problems. 59% of executives surveyed suffer from a lack of recognition or complain about their managers. The issue of salaries comes in second place, cited by 51% of executives.
As a result, between this dissatisfaction and a very dynamic job market, executives are increasingly on the move. 44% plan to leave their company this year. Again, this is 6 points more than last year and unheard of since 2018. Proof that some are really thinking about it: almost half of them are already in an active process and regularly consult job offers. job.
The phenomenon of “boomerang” employees
But let employers be reassured. Employees sometimes leave to come back better. It is even a trend that is gaining momentum, so much so that human resources experts have ended up giving a name to this profile: “boomerang employees”. According to the Cadremploi barometer, 9% of executives have already resigned from a company to be rehired there some time later. A contagious phenomenon: “half of those who witnessed the return of one of their colleagues would be tempted to do so”.
Such a move has several advantages. The employer is thus guaranteed to have an employee whom he already knows and who is already trained. A valuable time saver. As for the employee, he often takes the opportunity to negotiate a better position or a better salary. According to Carole Ferté, the director of studies at Cadremploi, returning to your old company is generally accompanied by a raise.
As for companies that do not wish to see their employees leave, several levers can be used to retain talent. Among the measures particularly favored by executives, nearly half of them consider telework to be a determining factor. Finally, 43% of them want to be able to work 4 days a week, without loss of pay.
