Navigating the new world of talent management

Employee benefits

Insights for today’s leaders on work mindsets

Burnout. Loneliness. Quiet quitting. As a leader in today’s business landscape, you’ve heard plenty about a negative mindset shift pervading today’s talent.

“Unfortunately, many of the ideas that have been proposed to explain the new talent landscape are not evidence-based, even if they seem plausible,” according to our Truist Leadership Institute (TLI) Purple PaperSM “The new world of talent.”

Here’s a sample of what our experts discovered after combing through recent reports, studies, articles, and client surveys.

Graphic showing how Percentages paint a picture: 43% of workers didn’t cite pay at all as a reason to quit (TLI); 64% say what they want from a job has changed since the pandemic (disclosure 1) (SHRM); 53% of remote workers report working more now than before the pandemic (disclosure 2) (Indeed); 52% had to take on more work duties when colleagues quit1 (SHRM)

5 guiding principles for today’s leaders

To help you cut through the clutter to what leaders really need—actionable, accurate advice on how to move forward—our experts at TLI built a research-driven framework of five top-priority principles. Enjoy this executive summary; then download the full report to dive deeper.

Today’s workers are: Individualistic and should boost retention with personalized interventions for high-value positions, rather than one-size-fits-all policy changes; Expectant and should show you value employees’ contributions by honoring more of their personal preferences for when and how they work with reasonable accommodations; Overworked and should pay close attention to the number of hours team members work, and avoid scope creep in what’s expected, especially when a colleague leaves the company (and their workload); Split in experiences and should recognize that exempt and non-exempt workers may have different experiences and should manage more inclusively and sensitively by developing companion policies for each group; Seeking boundaries and for remote workers should enable them to set and maintain lines between their work and nonwork life domains. Stop relying on flexible work to curb burnout.

4 leadership traits to nurture in yourself

Understanding the psychology of the American worker is only part of the puzzle. Research shows that modern leaders benefit from looking inward, as well.

4 leadership traits: Empathy -- Ask questions, encourage more sharing, and separate your own experiences from what you’re hearing; Connection -- Make time every day to connect with people on your team virtually or in person to find out how their work and lives are going; Trust -- Embrace flexibility, shifting your leadership focus to measuring input/output ratios and outcomes; Resilience -- Create healthy, mindful boundaries between work and nonwork time and thought. This will support long-term resilience in yourself and your team.

Purple PaperSM

Looking for more evidence-based leadership tips?

“The new world of talent” is a Purple PaperSM, created by Truist Leadership Institute, that uses real research and sound data to guide leaders in retaining and supporting key employees. Let your Truist relationship manager know what you think—and what topics you’d like us to cover in the future.

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Disclosure 1 “Deconstructing the Great Resignation,” SHRM, September 2021.

Disclosure 2 “Employee Burnout Report: COVID-19’s Impact and 3 Strategies to Curb It,” Indeed for Employers, March 2021.

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