Workers are leaving jobs like never before, and it’s causing a shortage of talent that has companies around the globe reeling, according to a survey conducted by Citrix Systems, Inc.

But what’s behind the 'great resignation'? And what can employers do to mitigate its impact? Says Tim Minahan, Executive Vice President of Strategy, Citrix:

“It’s clear from our research that employees today are willing to jump ship for jobs that give them the freedom to do meaningful work from the location of their choice and provide equal opportunities to contribute and advance their careers. In order to attract the workers they need to move their business forward in one of the tightest labour markets the world has ever seen, companies will need to serve them up.”

Key findings of the Citrix survey include the following.

Workers aren’t freaking out
Workers are burned out, and 35% of respondents to the Citrix survey say it has caused them to leave a job. But they aren’t freaking out. When asked why they opted to move on, only 6% said they “panicked and made an emotionally driven decision”.

• 33% just wanted to try something new.
• 13% saw it as a way to inject certainty into their future and regain some of the control they’ve lost during the pandemic.

Money isn’t everything
Salary and benefits are important. But they aren’t what’s inspiring workers to seek new roles. Among the participants surveyed who have changed jobs in the last 12 months:

• 53% took a pay cut.
• 60% joined start-ups and accepted equity in exchange for salary.

Flexibility is key
Today’s workers prefer flexible arrangements that give them the freedom to choose where they work best, including at home, in the office or on the road.

• 80% of respondents to the Citrix survey said it was “very” or “somewhat” important that they be able to work from anywhere.
• 55% said they would accept a pay cut in return for the ability to do so.

Employee experience has never mattered more
Modern workers want to engage in innovative work, be productive and make meaningful contributions to the business that are valued without interference from complex technology and processes. As the Citrix survey reveals, they’re likely to move on in the following circumstances:

• 60% of workers polled left jobs for positions that provide more opportunities to innovate and try new things.
• 38% were not engaged in or passionate about their former role.
• 31% were frustrated by overly complicated technology and processes.
• 47% believe they can do more meaningful work in their new roles.
• 47% feel their contributions are valued and recognised.

Fear of the digital divide is real
The global pandemic has made clear that remote work can boost employee engagement and productivity. As companies transition to hybrid models, there is fear it will open a new digital divide - and it is not unfounded. Minahan says:

“If left unchecked, hybrid models can quickly establish two classes of workers and infuse the workplace with inequity and bias.”

Respondents to the Citrix poll support this notion:

• 38% believe remote employees will be at a career disadvantage for not working out of a central office location.
• 47% think they will be less likely to be considered for promotion/advancement opportunities.

In addition to why workers are leaving jobs, the Citrix survey also sought to understand what keeps them around. Of the respondents who indicated they have not changed jobs:

• 53% like what they do.
• 41% say their benefits are competitive and beyond financial security, provide for their physical and mental wellbeing.
• 40% can work flexibly.
• 34% feel trusted and empowered to work when and how they work best.
• 27% are afraid to make a change given the ongoing uncertainty.
• 22% say their company invests in their development and provides opportunities to advance.
• 12% will lose stock options or a retirement plan if they leave.

Minahan adds:

“The battle for workers has never been more fierce. To remain vibrant, companies must embrace flexible work models that allow them to find talent where it lives. And to keep it, they must create an equitable environment in which employees can engage and collaborate in a transparent and efficient way regardless of where they are located.”

This is where digital workspaces come into play, he says:

“Organisations that provide employees with tools that remove the friction from work and enable them to be and do their best will ultimately thrive. When employees feel empowered by the solutions they use rather than hamstrung by them, they can focus, innovate and deliver value.”