was 71 percent . More than half ( 59 percent ) of those in Australia and New Zealand felt the same , as did 44 percent of Europeans .
The Great Resignation has not only increased competition for talent among employers , it has also led employees to cast a wider net when considering where their next job might take them . In the U . S . and Canada , 20 percent of those surveyed said they are likely to move away from the city or area in which they live in the next 12 months , which was on par with the global average . Younger workers , however , were more likely to envision a move in their future , with 26 percent of those under 40 saying they were likely to relocate in the next year .
As might be expected , those likely to look for a new employer in the next 12 months have a few things in common . Another recent study conducted by Pricewaterhouse- Coopers indicates five key predictors that make up the “ resignation equation ” for employee turnover . Those likely to look for new work are 14 percentage points less likely to find their job fulfilling than those unlikely to seek other employment . Workers who don ’ t feel like they can be their true selves at work are 11 percentage points more likely to look for a new employer , while those who don ’ t feel fairly financially rewarded are nine percentage points likelier to do so than those who don ’ t expect to seek a new job .
Workers more likely to resign were also nine percentage points less likely feel their team cares about them and seven percentage points less likely to feel listened to by their manager . None of these figures is surprising , necessarily , but they should be clear indications that leaders in every industry — including and perhaps especially in the spa industry due to the lower chances of being able to offer remote work and the exceptionally high number of vacant positions — must continue to pay strict attention to the needs and perceptions of their teams . The Great Resignation may be old news , but it doesn ’ t appear to be slowing down any time soon .
“ Those likely to look for new work are 14 percentage points less likely to find their job fulfilling than those who seek other employment .”
SHOW ME THE MONEY
DURING THE GREAT RESIGNATION , much has been made of the importance of personal fulfillment and workplace culture in hiring and keeping great employees . In some cases , the importance of these elements ( and they are important , as the figures in the previous section indicate ) has been taken to mean that fi- nancial compensation is less important to today ’ s workers . But as both Gallup ’ s and PwC ’ s research indicates , pay still rates as equal to or more important than any other factor in their employment . Almost three quarters ( 71 percent ) of respondents to PwC ’ s workforce survey said that being fairly financially rewarded was “ very ” or “ extremely ” important to them when considering a change in work environment . For reference , flexibility in scheduling — another oftcited driver of the Great Resignation — was rated as “ very ” or “ extremely ” important by just 50 percent of respondents .
In keeping with these figures , PwC reported that 35 percent of all workers plan to ask their employers for a raise in the next twelve months , indicating that the already high pressure to increase pay will likely be sustained well into 2023 , at least . Of particular interest to those in the spa industry , PwC ’ s research also indicates that , although women are seven percent less likely than men to feel fairly compensated , they are also less likely to ask for a raise or a promotion . Women are also less likely than men to feel their manager listens to them . Given the high percentage of the spa workforce comprised of women , it would likely behoove spa leaders to engage women on the topic of compensation proactively or risk losing them over uncommunicated issues around pay .
OCTOBER 2022 n PULSE 51