Nearly two in five (37 percent) managers, directors, and executives believe their organization enacted layoffs in the last year because fewer employees than they expected quit during their RTO. And their beliefs are well-founded: One in four (25 percent) VP and C-suite executives and one in five (18 percent) HR pros admit they hoped for some voluntary turnover during an RTO.
That’s because the top ones have better options out there while the ones below, who are worse performing in the first place, often have no option but to stay, ignoring their fear and discomfort.
More and better options, more experience moving jobs (because beyond a certain point of seniority, expertise can only grow if you’ve seen a couple different ways of doing things, so you’ll find that pretty much all top people have changed jobs at least a couple of times), higher income hence higher savings hence can handle any financial risks much more easilly, and more confidence in their own expertise.
They’re better prepared mentally and financially to change jobs AND they’re more in demand out there not least because they’re a lot rarer and bring a lot more added value.