From the great resignation to the great job resignation, the case of Mexico

Surely you have heard of him “Labor exodus” that has been taking place since April 2021 in the United States, where a very important percentage of executives and professionals at all levels are resigning their jobs and today there are around 4.5 million casualties. Some of the main reasons for this phenomenon are the face-to-face return to work centers, schedules, sanitary conditions, loss of home office, the relationship with toxic colleagues and the face-to-face relationship with the immediate boss, among others.

A couple of weeks ago, in a Human Resources group they asked me what I thought about “The great resignation” that is happening in the United States and if it is possible that Mexico could fall into this situation. My first response was: “We don’t have a unemployment insurance that helps us to solve the economic day to day ”and this of course has an impact on decision-making.

It is well known that in Mexico there are the same unfavorable conditions that are causing the resignation of collaborators to their companies in the American Union, however, in our country giving up a toxic job or one with which we are not satisfied, it is little Probably, we are afraid of losing our safe job. For example, the pandemic initially left 12 million people unemployed and currently only 58% of the working-age population is economically active, according to data from the National Institute of Statistics and Geography (Inegi).

In most Mexican families, only one or two of the members are economically active and do not have unemployment insurance; our national family economic composition avoids this massive departure of collaborators. This labor exodus under this condition is practically impossible in Mexico. “

It is sad that only a very low percentage of companies have concluded with the implementation of NOM-035 on psychosocial risk factors in the workplace and that many of them are making it obliged by the possible inspections of the labor authority. I dare to say that many Human Resources colleagues who have not carried out said implementation, have postponed it because they are not clear about the action plan after the application of the corresponding guidelines.

Many companies have identified that they do exist among the ranks of their collaborators psychosocial risk factors that they can represent an affectation in the mental health and low productivity of their businesses; managerial management with style and foreman leadership continues to be the main factor that generates these ailments. But even with all this information, we have not paid attention to the follow-up of the treatment of the collaborators.

The Intellectual capital (People) continues to be the engine of business and without it in the best conditions, companies cannot achieve the objectives of either post-pandemic recovery or achieve the plans for this year 2021.

Take care of employees, ensuring that they live with mental health and work-life balance In all aspects of your life, you can be the most competitive business driver your company has.

Imagine for a moment that from one week to the next the key collaborators of your business (executives, administrative and operational) resign. It is very likely that the hiring of each of these positions will cost you between 30 and 40% more per year than budgeted, this situation would put you at the limit because you or some of your managers will have to cover the activities while you hire the missing collaborators and also think that the learning curve is around 6 months, which means not reaching the results and the loss of economic stability, what would you do?

It is not easier to achieve talent loyaltyor within organizations (even with all the intention of improving the conditions that exist), it is important to take care of details such as emotional salary and hygienic working conditions.

I also want to point out another very important fact: Do you know what the presentialism? It is the spiritual resignation to work by a worker, it is a condition in which an employee, although he is present at the workplace, does the minimum necessary to fulfill his responsibility, does not make any extra effort and lives the saying “ I pretend to work and the company pretend to pay me ”. Consequently, he does not feel any commitment to the organization.

I leave you the most important points that you must take into account to avoid having a labor exodus in your business:

1. It is important to carry out work climates periodically to measure the pulse of the work environment and make the necessary corrections when identifying cases of abuse or nonconformity.
2. Constantly train middle managers and executives to have a conscious and responsible leadership.
3. Review the salary tables with respect to the industry to which the company belongs, the area and the competition.
4. Fully implement NOM-035, attend to traumatic cases and detected psychosocial factors.
5. Have numerical indicators such as turnover or absenteeism that allow you to make preventive and non-corrective decisions.

Entrepreneur colleague or business leader: your collaborators can have high levels of loyalty and love of work when there is a reciprocal relationship of commitment, so pay attention to the progress of the implementation of NOM-035 in your company and support Human Resources so that they are attentive to the needs of employees.