In our previous newsletters we focused on the HR context and their challenges regardless of their economic environment.
If we do nothing, what will happen?
The risks are multiple and the situation is getting worse. The threats are already there, due to the lack of timely and anticipated solutions:
- Absenteeism is very real in certain public and private structures.
- We are seeing “silent resignations” that are increasingly expressed in the form of burnout or, to a lesser extent, as employees who “are content to respond to their job description” with considerable economic repercussions for the company (reduction in team productivity, loss of general motivation within the workforce, vicious circle of erroneous beliefs, cognitive biases that aggravate the malaise, etc.) and highlight the doubts and the worsening of employees’ dissatisfaction with their jobs. According to the latest DARES* study, between the end of 2021 and the beginning of 2022, the number of resignations reached a historically high level, i.e. 520,000 resignations per quarter (around 470,000 resignations on permanent contracts). The previous record was in the first quarter of 2008, with 510,000 resignations, including 400,000 for permanent contracts alone.
- If we look at healthcare establishments, there have been massive departures among paramedical teams, particularly among nurses and nursing assistants, but also among doctors.
- We are in fact seeing a concretization of the “great resignation”, or the “great regret” which is characterized by a double awareness: that, first of all, of having left a company in which the employee felt good and, in addition, that of having joined a company which does not live up to his expectations and hopes.
- The social climate is deteriorating: pressure, stress, violence, harassment within teams
- The organization becomes deficient or even abusive
The structures are suffering but also losing legitimacy by no longer being able to ensure continuity of service to their customers, not to mention the organizational and functional impacts.
- Distance or loss of services, departments
- Closure of one or more services or sites
- Obligation to lean on, to merge with another structure, to be absorbed by another structure
- Liquidation, disappearance of the structure
- Impact on the local, regional or national socio-economic and social fabric
- Decrease in the value of the structure
From the outside, one might wonder why so many organizations or companies have failed or ended up in this situation….
This is what we will see in our next newsletter
* DARES: The Directorate for Research, Studies and Statistics (DARES) is the department of the Ministry of Labor which produces analyses, studies and statistics on the themes of work, employment, professional training and social dialogue.
