“Quiet quitting”, “conscious quitting”, or even “ressenteeism”… There are countless terms used in recent years to designate the suffering of employees, and sometimes even their professional disengagement. Something which would be linked to an accumulation of frustrating situations, according to a new study, and which would affect more young people, less tolerant than their elders in the face of the difficulties encountered daily in the context of work.
The health crisis has reshuffled the cards of the labor market, whether in terms of organization with the democratization of teleworking, or the quest for meaning. Many employees have begun to reflect deeply on the relationship they have with their professional environment or, for the youngest, what they expect from it, to the point of gently but surely denouncing the difficulties they encounter on a daily basis. .
A phenomenon that has seen the emergence of new terms, like du ‘quiet quitting’which consists of doing the bare minimum to preserve one’s sanity, du ‘rage applying’which aims to apply massively for job offers following a professional disappointment, or even ‘ressenteeism’, a neologism reflecting the fact of not being able to leave a job that one hates, for lack of anything better.
So many words – or evils – intended to highlight difficult working conditions, the absence of salary increases, or too strict a management, but also to encourage leaders to rethink their methods. The goal? Stop the phenomenon of ‘great resignation’, born at the end of the health crisis.
This is precisely the subject of a new study conducted by OpinionWay for Indeed, which looked at the main reasons that push employees today to leave their jobs. It shows that working conditions, whether they relate to organization or mental workload, are called into question in most cases, and that the younger generations are less tolerant of situations that they find frustrating or unpleasant on a daily basis.
Trust, a real challenge
Contrary to what one might think, the salary increase is not the main inconvenience mentioned by the respondents, and even less the one that could make them want to leave the company in which they work. Nearly six out of ten employees (57%), and nearly two-thirds of 18-30 year olds (64%), first mention the lack of confidence and esteem of their manager, before talking about unpaid overtime (56% of all employees, and 58% of 18-30 year olds).
But a significant part of the panel (54%) also declares that the refusal of telework, if their position allows it, constitutes a valid reason for wanting to resign, as does the feeling of being left to oneself, in other words of being little or badly managed (44% of all respondents, and 51% of 18-30 year olds).
“In equal situations, the percentages indicating the desire to resign are systematically higher among 18-30 year olds than in the whole of the panel, which indicates a lower tolerance for situations perceived as disrespectful among the generations who arrived most recently on the job. the work market.
The fear of leaving one’s job – and the consequences – or the desire to ‘make a career’ by staying in the job for a while seem to be less predominant among young people than frustration, anger or the desire to ‘not let yourself be walked on'”, underline the authors of the study in a press release.
A finding that is also valid when looking at the ‘main triggers’ of real resignations, in other words when employees have really taken the plunge. And in this case, the motives also vary according to the generations.
While the refusal of telework is at the top of the reasons which led all employees to resign (20%), it only comes in third position – but with a higher proportion – among 18-30 year olds. (23%), behind being kicked out of an office or meeting room (24%), and working unpaid overtime (26%).
More constraints for young people?
According to the study, the younger generations are (also) more confronted with certain inconveniences than their elders. Almost half of 18-30 year olds (45%) say they work unpaid overtime, compared to 36% of the rest of the panel, and more than a third (35%) say they work with colleagues who do not know their first name. , compared to 29% of employees aged over 30.
The refusal of teleworking, although cited as the main reason for resignation by the entire panel, would also affect more those under 30 (31%, compared to 20% for other employees).
If we now look at employees as a whole, all generations combined, seven out of ten regret having to deal with part or all of the workload of other employees, including 22% who claim to be regularly confronted with this situation. , and more than half of the entire panel (57%) say they feel little or no supervision from their manager.
Another frustrating situation for employees: the lunch break. Nearly three out of three respondents (29%) say they sometimes don’t even have thirty minutes to wind down for a meal. A problem that would even be recurrent for a quarter of those questioned. So many situations that lead employees to rethink their link with the professional world, and to find countermeasures, whether they result in a certain resentment or a silent resignation, to protect their mental health.
*The study was conducted by OpinionWay for Indeed in April 2023 among 1,138 French employees aged 18 and over, working in the private and public sectors, including 335 employees aged 18-30.
2023-06-04 05:07:35
#Hours #telework #salary #young #people #tolerant #professional #difficulties
