2021 So Far... What Will It Mean For Your Employer And You

Only some weeks into the new year and already we detect signals of new market trends spanning across industry sectors. Throughout January, there has been a significant increase in outreach by candidates who do not have an immediate necessity to leave their companies, and yet are determined that 2021 will be their year. Having waited it out during 2020, they are no longer ready to put their lives on hold and despite the current global climate, have decided that 2021 will be the year to achieve their desired move.

A buoyant market? Candidate driven fluctuation? – what does this mean for companies scrambling to get back on track in 2021?

In the best-case scenario, companies will have had enough foresight to prioritize their employees back in 2020 and ensure achievable retention plans are in place, accompanied by authentic talent development programs. As frequently demonstrated, especially with Gen Z ramping up their voice in the workforce, attractive compensation will help candidates to make that move, but it is hardly sufficient alone to ensure that people stay. Companies may receive a cold wake-up call this year when key contributors start to leave.

And yet, in every cloud there is a silver lining; key contributors may be seeking new pastures to flex new skillset muscles. Surely then, now is an appropriate opportunity for an organisation to re-assess future needs in 2021 with these paradigm shifts more acute than ever. It is an opportunity to increase agility and make good on adaptations that were a necessity in 2020 but have proved they are here to stay.