A new beginning
Insights from the ÀÖÓ㣨Leyu£©ÌåÓý¹ÙÍø American Worker Survey
About the survey
ÀÖÓ㣨Leyu£©ÌåÓý¹ÙÍø surveyed more than 2,000 US-based employees representing a wide variety of industries, including health care and life sciences; government and education; technology, media, and telecom; financial services; industrial manufacturing; consumer and retail; and others.
Key Findings
AI acceptance
Workers are feeling more optimistic about AI and its impact on their jobs. Organizations should build on this growing acceptance by being transparent about their intentions around automation technologies and providing employees with upskilling opportunities that align with those intentions.
The great reshuffle
Despite the continuing interest of workers in pursuing new opportunities, the percentage of the workforce actually leaving their employer has diminished. Corporate leadership has an opportunity to further moderate attrition by investing in targeted learning and development opportunities that foster career mobility.
Flexibility as the new norm
Despite the movement toward return to office in some industries, workers express a strong preference for hybrid and remote work models. Organizations pushing for in-office mandates should approach the change management process gradually and provide incentives to reward employee flexibility.Ìý
Rethinking education requirements
Survey results revealed growing skepticism about the necessity of four-year college degrees, with a shift toward alternative educational paths that can complement a traditional degree or replace it as a job requirement in some cases. Companies that make this shift in thinking can codify internal mobility programs that leverage alternative education paths and explore skills-based hiring as an alternative to traditional hiring models.Ìý
Emphasis on people leadership skills
Effective people leadership skills are key to the manager/employee relationship, which has taken on increased importance as employers experiment with new work models and new AI-driven roles. Organizations should invest in leadership development programs that help people leaders build people management skillsets, while offering formal mentoring opportunities that supplement the employee/manager relationship.
How ÀÖÓ㣨Leyu£©ÌåÓý¹ÙÍø Human Capital Advisory Services can help
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ÀÖÓ㣨Leyu£©ÌåÓý¹ÙÍø Human Capital Advisory Services can provide your organization with innovative, multi-faceted people solutions and insights and drive accelerated, sustainable business performance. Harness our expertise with enterprise organization transformation, innovative talent strategies, HR, payroll, learning function optimization and implementation of all enabling technologies to develop a future-ready workforce that fuels growth and success for your organization. Embrace the future with ÀÖÓ㣨Leyu£©ÌåÓý¹ÙÍø Human Capital Advisory and experience a more innovative approach to building an agile, future-ready organization.
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