2023 Reflection, 2024 Predictions

2023 Reflection, 2024 Predictions

2023 was odd and rough as a tech recruiter, and it’s only mid-November.  

The year started with legitimate concerns after the significant tech layoffs in Q4 of 2022 and two words in nearly every news article or conversation we had: inflation and recession. As we moved through Q1 of ’23, we noticed continued layoffs across various industries and increased fed interest rates. In the job market, March and April are typically the months we see a lot of changes happening since many people receive annual bonuses at the end of Q1. But things were different this year. The fed rate hike continued to cause directors and executives of the company to hoard cash as it became more expensive. As we moved into Q2, historically the busiest quarter for job changes, we saw job placement numbers decrease. Then, our friends and competitors in the search and staffing industry started layoffs, and many recruiting firms completely folded – there was no end in sight. The talent acquisition function across the U.S. became lean, creating an influx of recruiters. And then a Silicon Valley bank went belly up, and shortly after that, Credit Suisse. Private equity firms are now paused, and the “recession” has become real.  

In Q2, if a company hadn’t already gone through a layoff, their spending was cut and projects were put on hold indefinitely. The larger the company, the greater the cut. Pre-Covid, June had always been another busy month for a job change since it’s the first actual summer month – the best time for families to relocate and begin to transfer schools – but we were in our first “real” non-Covid year. We didn’t see consistent historical relocation trends before the pandemic. 

Frankly, as we started Q3, July was a vacation month. Every hiring authority, approver, or interviewer took a much-needed vacation or personal time off, and most companies asked what others were doing before making a decision. July was a perfect storm of, in some cases, the first of post-Covid family vacations for some, mixed with nearly an outright pause to catch everyone’s breath as we brace for the rest of Q3 and Q4. We noticed private equity slowly re-enters the market in several sectors with another round of acquisitions as we pushed through Q3. Unfortunately, many recruiting agencies couldn’t weather another lousy quarter, so many recruiting firms, consulting agencies, and talent acquisition organizations shut their doors or implemented more layoffs to cut spending, hoping things would change in Q1 of ’24. September, another historically good month for job movement, was average for many of us in the industry. Things picked up, but after a few weeks, as we entered Q4, things started slowly out of the gate. 

The job market is messy, and we’re hearing more anger and exhaustion in the tones of job seekers, talent leaders, and hiring managers alike. Most companies aren’t hiring in waves, strategic roles have become tactical, hiring managers are trying to push two to three positions into one to get the most out of their already slim budget, talent acquisition teams are lean and exhausted, hiring managers are overwhelmed, and job seekers are irritated being “ghosted” or having to spend that of a full-time job to navigate the job market. Oh, and use ChatGPT to find the best way to get their resume to the top of the one thousand applicant list. 

Most companies have already determined if any hiring in tech is needed for Q4. While many are hopeful for 2024 to come around the corner, it’s possible we won’t be waking up on January 1st with money flowing like water and big spending plans. We anticipate continued strife in the market, with some companies pushing forward on projects paused or canceled in 2023. Others are already taking Q1 & Q2 of next year to control spending, hoping that something great will happen in Q3 of next year. 

So, what do we have to look forward to in 2024? Well, at a macro-level, we’re all well aware of the war in the Middle East and know that 2024 will be what many call a “circus” as we move to the presidential election. If the interest rates don’t come down, money will continue to cost too much, and projects will be prioritized by urgency and need, with revenue-generating projects taking the lead. In tech, we’re seeing less exciting data projects kick-off due to unknown ROI while cybersecurity continues to be at the forefront of most executives. However, let’s be positive! There are several pockets in various industries that are booming. Biotech startups, manufacturing M&As, private equity investments, next-gen tech investments – it will be busy and exhilarating in several spaces. AI will continue to challenge and shape the job market. A new generation is entering the market quickly, and we are all ready for a great year.

Emerging Megatrends: Everything You Should Know About the Smart Industry 

Emerging Megatrends: Everything You Should Know About the Smart Industry 

How are you leveraging yourself now that the Smart industry is ready to go mainstream?   

Smart manufacturing is when one uses technology that capitalizes on internet-connected machinery to oversee the process of production. Smart devices, therefore, have all of their processes automated and use data analytics to enhance performance further.   

The innovations and technologies powering the smart industry use the so-called Internet of Things (IoT). This involves a system of interconnected computing devices, digital and mechanical machinery, and people, animals, or objects possessing unique identifiers and the capability to transfer data to a network without any human-to-human or computer-to-human interaction.    

Today, the megatrend of smart devices encompasses many things, including phones, cars, electronic appliances, tablets, watches, glasses, medical equipment, and so much more.   

In the past, technological developments have caused some jobs to disappear while creating unheard-of roles. However, before thinking about how to use smart technologies to keep yourself relevant in the workplace, taking a deep dive and arming yourself with knowledge about the smart industry is necessary to grasp its implications in the world of work.   

It is high time to understand the smart industry and why it’s the next big thing in technology.  

What is Industry 4.0: Megatrends in the Smart Industry  

1. Edge Computing  

It would be an understatement to say that edge computing is reshaping IT and business computing.   

What underlying concept is edge computing based on?   

Edge computing refers to a distributed information technology architecture where the client’s data is processed at the network’s periphery or as close as possible to its source.1  

Businesses today are overloaded with data. This has implications for how companies now do computing. Edge computing transfers some of the storage and computes resources from the central data center and closer to the data source.   

Therefore, work gets done where the data is generated initially instead of being transmitted. This could be in a department store, factory plant, or a smart city. Then it generates real-time business insights, near-accurate forecasts, and actionable steps for businesses and organizations.   

With edge computing, the performance of devices becomes boosted. It also enhances privacy protection, data security, reliability, and resiliency. Artificial Intelligence and Machine Learning are also well supported by edge computing. Finally, many businesses have embraced edge computing because it reduces operational costs and helps them meet regulatory and compliance requirements.2  

2. Industry 4.0  

The first industrial revolution involved using steam power, which led to the mechanization of production. The second industrial revolution capitalized on electricity and assembly line production. Partial automation and the emergence of the computer led to the third industrial revolution. Finally, cyber-physical systems such as the Internet of Things and the Internet of Systems are the defining features of the fourth industrial revolution or Industry 4.0 (4IR).  

In the 4IR, smart devices, which can handle vast amounts of data, will have enough information processing capability to make autonomous decisions that can powerfully aid key business processes such as supply chains. This can also offer vital support for human input.   

Industry 4.0 will be made possible by four significant innovations. These are high-speed internet, Ai and automation, big data analytics, and cloud technology.   

A McKinsey study reported that Industry 4.0 will have robots replace 800 million workers globally. While many of you may feel threatened by this data, the World Economic Forum also reported that automation will create new jobs and allow employees to fill new roles with tasks that did not exist before the automation era.   

3. Blockchain  

The blockchain is a distributed database or ledger shared within a computer network. Then it is stored in a digital format. You have probably heard of this in conversations involving cryptocurrencies like Bitcoin. In cryptocurrency systems, the blockchain is responsible for maintaining a secure and decentralized record of transactions without any need for a third party.3   

Blockchain greatly disrupts the traditional finance sector, such as banks and payment systems. This is also why many governments worldwide seek ways to regulate the blockchain ecosystem and cryptocurrencies the way traditional finance sectors are regulated.   

This is also why blockchain is a megatrend today and draws so many people to it. For one, you do not have banking hours because the blockchain never sleeps. You can tap it anytime. However, putting money in the blockchain and trading it as you do in the stock and capital market may allow you to double or triple your investment in a matter of days or have them all wiped out in just a week.   

4. 5G  

An innovative wireless network with tremendous potential – this is what 5G is all about.   

5G utilizes shorter frequencies, resulting in larger bandwidths. What does this mean for you? Higher internet speeds, enhanced capacity, lower latency, and better service.   

This year, 2022, is said to be the year when 5G launches in a big way. According to Boston Consulting Group, 5G will funnel around $1.7 trillion to the American economy in the next decade and generate some 4.6 million new jobs.   

Experts also project that 5G will lead the way toward realizing smart factories, smart buildings, and smart cities. It will boost productivity by an estimated 30 percent and make assembly times 50 percent more efficient.   

Furthermore, 5G, when combined with edge computing, will enhance digital experiences. The combination also promises to improve performance, enhance data security, and allow more efficient operations in almost every industry.4  

As a job candidate and future employee, you may be working for a business that can already virtualize the cloud beyond the limitations of the data center.   

While these trends can potentially eliminate jobs that can already be automated, as a job candidate, you are living in the best of times and in the worst of times. As a tech professional, here are some practical ways to prepare in advance for when these megatrends in the smart industry start to take over the world of work.   

Obsolescence Can Be Avoided: Future-Proof Yourself 

While these trends can potentially eliminate jobs that can already be automated, as a job candidate, you are living in the best of times and in the worst of times. As a tech professional, here are some practical ways to prepare in advance for when these megatrends in the smart industry start to take over the world of work.   

1. Build Future-Resilient Technical Skills.  

Innovations in technology, particularly in the smart industry, call for a set of skills that are constantly updated. This is where upskilling and reskilling are very much needed. These include technical skills such as computer programming, coding, project management, financial management, and other tech-based skills.   

The demand is high for tech talent with industry-specific skills and targeted training. As a tech professional with a unique skill set and technical training, you should be researching and decoding global trends all the time to better prepare for the new roles needed in the smart industry.   

2. Hone Your Soft Skills.  

It would help if you kept in mind that soft skills are equally important as technical skills. As a job candidate, the intersection between your tech/hard skills and soft skills is the sweet spot to leverage in looking for a role that suits you best in the smart industry.   

Soft skills include communication, teamwork capabilities, creativity, problem-solving, critical thinking, people management, and, importantly, emotional intelligence. These are the skills that robots cannot replace humans and are, therefore, must-haves.

3. Have an Entrepreneurial Mindset.  

The ability to transform an idea into reality is the best proof that you have an entrepreneurial mindset. You can only make innovation possible when you spot a need and change your objective to answer that need. More importantly, it would be best if you remembered that entrepreneurial management must go hand in hand with having the ability to work with teams and to think critically.   


You can never go wrong with preparing for the megatrends in the smart industry. Make the Fox Search Group a partner for high-impact job searches to prepare yourself for an exciting tech labor market powered by the smart industry.   

Reach out to us to enlist the support and help of a staffing agency that knows the latest trends and the direction paved by the latest technological innovations in the job market.  

1 Bigelow, Stephen, “What is edge computing? Everything you need to know” TechTarget.com, Updated 2021 December https://www.techtarget.com/searchdatacenter/definition/edge-computing 

2 Okeke, Franklin, “Benefits of Edge Computing” TechRepublic.com, 6 September 2022 https://www.techrepublic.com/article/edge-computing-benefits/ 

3 Hayes, et al. “Blockchain Facts: What Is It, How It Works, and How It Can Be Used” Investpedia.com, Updated 23 April 2023 https://www.investopedia.com/terms/b/blockchain.asp 

4 IBM Executive Summary “%G and Edge Computing are on the Rise” IBM.com https://www.ibm.com/cloud/smartpapers/5g-edge-computing/ 

Leadership DNA: 5 Signs That Suggest Tech Leaders May Need to Rethink Their Management Approach   

Leadership DNA: 5 Signs That Suggest Tech Leaders May Need to Rethink Their Management Approach   

As the technology industry continues to evolve, tech leaders face increasing pressure to drive innovation, lead complex projects, and foster a positive work environment. The dual demands of remote work and the changing expectations of the workforce have exacerbated poor management. 

In the long run, if not dealt with, the effects of weak leadership and poor workforce management can be very costly for the organization. This is the period of massive resignation. Many employees have tied the absence of purpose at work to the leading causes of their exit.  

Perhaps, you’ve been noticing unusual changes or even a drastic reduction in your workforce’s productivity level. It’s probably time to take a step back and rethink your management approach. Here are five urgent signs that suggest something may be wrong. 

1. Lackluster Team Performance 

Anil Mohanty, HR head at Medikaba says “When a significant portion of team members are underperforming, particularly over 60%, it’s often a sign of a leadership issue within the organization.” ¹ 

If a small portion of your team isn’t meeting expectations, it can be easily attributed to those individual team members. But when a large majority of your team is underperforming, it’s a call to investigate the reason. Largely, underperformance stems from lack of motivation and engagement. 

Employees become more engaged when their personal goals are in sync with the company’s mission. With a sense of purpose, they believe that they’re part of the organization where their opinions are valued. 

Improving your team’s productivity is a multi-faceted process that requires patience. It needs devotion to listening and allowing team members to provide feedback. 

Denise Brinkmeyer, head of Jump Technology Services, highlights the issue of a manager taking on too much work, which leads to a lack of time for coaching and feedback for the team. This creates a vicious cycle where the manager becomes overburdened and the team becomes dissatisfied. 

She says, “A manager may need to admit they’ve found their leadership lacking. When the leader commits to change and follows through, the team may find new respect, which yields improved attitudes and performance.” 

2. Undervaluing Female Contributions 

This issue is particularly prevalent in the tech industry, where women are often underrepresented and face significant barriers to advancement. 

According to research by McKinsey, Only 87 women and 82 women of color are promoted for every 100 men promoted from entry-level roles to managerial positions. ² There’s a mass exit of women from their workplaces. The answer is simple. These women want merely to perform their work responsibilities and they want opportunities to advance their careers.  

When a company is not fulfilling this purpose, several things can be expected. Either their motivation to work reduces, or they switch jobs to get the advancement they seek. 

In McKinsey’s report, a South Asian woman was quoted saying “I’ve asked several times what I can do to advance my career, but I’ve never received a satisfactory response. I’m considering leaving. And it will be my company’s loss because they did not provide me with opportunities to advance. I hit a ceiling that wasn’t necessary.” 

Companies that are not perceived as being inclusive and supportive of women may find it challenging to attract top female candidates, and may also struggle to retain the women already on their teams. This can hurt the overall diversity and competitiveness of the organization. 

3. Excessive Employee Exit 

Revolent Group President Nabila Salem highlights that high staff turnover is a clear indication of poor leadership. According to her, the main reason for this is the lack of empathy from leaders toward their employees. ³ 

If employees don’t feel that their leaders care about them, they are unlikely to be passionate and dedicated to achieving the goals of the organization.  

After the pandemic, many employees experienced a shift in priorities. Their viewpoint of the world and their jobs changed. They have begun to question the lack of connection to their jobs, hence the decision to quit. For most, staying with their current employer is solely dependent on whether the job brings them fulfillment or a sense of purpose.  

Aside from other leading causes of high employee turnover such as a search for better working benefits, many people will voluntarily quit their jobs for a better work-life balance, career development opportunities, or to escape ineffective workforce management. Without a purpose-driven work culture, more employees will be out the door.  

Leadership essentially covers the responsibility to hire, promote, and retain staff members. If employees leave the company to seek better career opportunities, it means the leadership is not providing adequate support. 

4. Poor Communication  

Poor communication has been recognized as a major indicator of inadequate or poor leadership in several studies and surveys. Research by Pumble, found that 86 percent of employees surveyed reported poor communication as a significant problem in their organizations. ⁴ 

This highlights the widespread impact of the issue on employees causing misunderstandings, demotivation, subpar decision-making, and decreased productivity.  

Generally speaking, employees often look to their leaders for guidance. Top-down communication motivates employees to be more productive and innovative. A good leader can communicate objectives, goals, and visions clearly, while also capturing employees’ goals in a larger framework. 

Managers who are unable to answer questions or clarify points may result in poor communication and bad leadership, leaving their employees even more confused and frustrated than when they began. 

In some instances, poor communication can escalate into increased conflict and tension in the workplace, as employees may become disillusioned with their leaders or with each other.  

Creating two-way communication where employees can provide feedback is key. Tech leaders must foster open lines of communication with their employees by being responsive to their concerns and feedback. This way, employees are well-informed, motivated, and involved. 

5. Uninspired Workforce 

A lack of empathy, over-reliance on decisiveness, failure to support professional growth, and unrealistic expectations can lead to low employee morale.  

Employees who feel unsupported and undervalued will be less motivated to perform at their best. Similarly, setting unrealistic expectations for project timelines without considering your team’s skills or the availability of resources will soon burn them out. 

To inspire and retain a dedicated workforce, tech leaders must prioritize their employees’ well-being by providing clear direction and support, alongside a positive work environment.  

In doing so, you may need to actively listen to what your team is saying. Critically consider if your expectation is causing your team to burn out, or have less motivation towards work. 

Are your deadlines or work hours feasible?  

Set achievable goals based on the availability of resources and team capabilities. In finding solutions to the problem of motivation, you may need to push for a collaborative culture, promote work-life balance, and encourage employee participation in decision-making processes.  

What Good Leaders Do 

Good leaders see themselves as career developers. They know that an uninspired team is a disaster recipe for low motivation and reduced productivity. They don’t wait till things get escalated. Instead, they address any conflicts or concerns that may contribute to poor morale, and find ways to create a more positive work environment for their employees. 

For example, in many organizations today, the traditional 9-to-5 work week has been replaced by hybrid hours best suited to individual needs. It was found in research by the London School of Economics that working during unusual work hours, such as weekends and holidays, reduces employees’ motivation to work. ⁵ 


As the business landscape and job market continue to expand, it’s always an easier route for employers to partner with staffing firms. Being a tech leader, you’re most likely already burdened with so many responsibilities.  

Take some weight off your shoulders by reaching out to the Fox Search Group, a women-led IT staffing company. You can be rest assured to be working with a leading staffing firm that shares your values and is dedicated to delivering effective results. Take the next step towards a more successful future in your business by contacting us today


  1. Kashyap, Kartikay | HR Katha. “Leaders are to blame for underperforming teams.” https://www.hrkatha.com/leadership/leaders-are-to-blame-for-underperforming-teams/. Published October 17, 2019. Accessed February 3, 2023. 
  2. McKinsey & Company. “Women in the Workplace 2022”. https://www.mckinsey.com/featured-insights/diversity-and-inclusion/women-in-the-workplace. Published October 18, 2022. Accessed February 3, 2023. 
  3. Heltzel, Paul. “10 signs you’re a weaker leader than you think”. https://www.cio.com/article/305075/10-signs-youre-a-weaker-leader-than-you-think.html. Published February 23, 2022. Accessed February 3, 2023. 
  4. Pumble. “Workplace communication statistics (2022)”. https://pumble.com/learn/communication/communication-statist. No date of publication. Accessed February 3, 2023. 
  5. Giurge, Laura, LSE. “Working and studying ‘out of hours’ can harm motivation”. https://www.lse.ac.uk/News/Latest-news-from-LSE/2022/c-Mar-22/Working-and-studying-out-of-hours-can-harm-motivation. Published March 4, 2022. Accessed February 3, 2023. 
3 Healthy Ways Employers Can Respond to Quiet Quitting 

3 Healthy Ways Employers Can Respond to Quiet Quitting 

You may have noticed that your most enthusiastic employee of the last few years has started to distance themselves. They may have been refusing to take on the extra tasks the office desperately needed handling and will no longer give the same effort they used to when they were first employed. The online community has identified this trend as quiet quitting, one of the current causes of worry for organizations.  

Quiet quitting is when an employee’s performance drastically shifts to the bare minimum.¹ It was recognized that certain individuals do this to avoid burnout. These behavioral changes are most noticeable in productive and proactive employees—those who always say yes to overtime and gladly volunteer to take over tasks. You can take these obvious changes as a sign to make meaningful adjustments in the workplace and engage individuals in more rewarding activities that rekindle their sense of purpose. 

Burnout: What Quiet Quitters Are Trying to Avoid 

According to Mayo Clinic, burning out is a form of work-related stress that causes physical and emotional exhaustion.² Among the possible causes of this stress is the lack of control over schedule or workload. On top of this, dysfunctional dynamics at work, the lack of support, and the imbalance of work and life can drive a person quicker to burnout. 

Millennials and Gen-Z workers are some of those who are prone to burnout. They are among the people who stretch themselves thin to prioritize their impact on the world and society as they struggle to establish a more stable income. This was reported in a Deloitte 2022 survey, where 29 percent of Gen-Zs and 36 percent of millennials who responded are concerned about their cost of living. Such a situation pushed them to take on several jobs to cover their day-to-day expenses.³ These circumstances may also escalate into worse problems in personal areas of their lives, such as poor mental health, high blood pressure, and alcohol or substance abuse. 

Related reading: Quiet Quitting or Setting Healthy Boundaries? Demystifying the Newest Global Trend 

3 Progressive Solutions to Address Quiet Quitting 

Quiet quitting can be seen as a call for help to address the needs of your workforce. Take it as a fresh start to stand with your employees in enriching the work environment you currently share. Here are some steps you may take to improve their experience: 

1. Create a Sense of Ownership and a Purpose-filled Environment. 

Work is no longer about how many tasks you can finish fast and how long your overtime will take. Today’s workforces have developed a yearning to create an impact on the world and the lives of others. Be mindful that the work you assign to them impacts the sense of ownership in your employees, develops their empathy, and makes them realize that what they do is worth their time.⁴ 

The first step toward helping them reach their ideal state in the workplace is to lead with a purpose. According to Joseph Solis of Chicago Hub, workers are now looking for genuine and compassionate leaders because they also aspire to be the same way someday. 

You don’t have to be that boss who always stays beyond your shift for the sake of assisting your subordinates. You can practice compassion by making yourself available within a comfortable schedule. Giving insightful feedback and offering mentorships on a regular basis is enough to guide your member. 

ou don’t have to be that boss who always stays beyond your shift to assist your subordinates. You can practice compassion by making yourself available within a comfortable schedule. Giving insightful feedback and offering regular mentorship are enough to guide your member.  

To help them improve their sense of ownership: 

  1. Step back and see how they take charge of their tasks. 
  2. Observe how they adapt on their own and stretch their creativity. 
  3. Check on them afterward and discuss their learnings. 
  4. Remember also to keep yourself open to learning from them through reverse mentorship.  

The next phase to building a purposeful environment is to give your people the power to make meaningful changes. This can be accomplished through efforts that align with your company’s mission and values. For example, in a Gartner survey last October 2021, 56 percent of the 3,500 employees who responded said that the pandemic urged them to contribute to society more.⁵ You can drive purpose for your employees by implementing simple principles such as zero-waste or more people-oriented activities like charity work.  

You may also ask them about their advocacies and how they think these can be made possible through your current work setting. This can help them understand their intentions better while allowing them to create more imaginative ways to contribute to the changes they want to make. 

2. Envision The Company’s Future With Them In It. 

Setting goals in the company should intertwine with your members’ desired futures.⁶ Involve your people in collaborative discussions about the brand’s milestones to remind them that they are integral team members.  

Make sure that your targets are clear and relevant to them as well. You can do this by highlighting their current strengths and suggesting the succeeding steps they can achieve together with you.  

Motivate them to have their milestones as well. Encourage them to ideate new projects they would anticipate working on and then give them advice on how to make each possible. You may also recommend a potential career growth they can pursue. Giving them a future to wait for can reignite their joy toward their role in your organization. 

3. Consider That Switching Career Tracks May Be More Beneficial Than Upskilling. 

Now that you’ve made your vision clear, you may want to consider that your quietly-quitting employee may also be looking for a new role to fit in. They may be a multifaceted individual searching for ways to maximize their other talents within the office. Reskilling may be the answer to address their current needs and inspire new hope in them.  

Placing them in a different job allows them to challenge workplace traditions they see from another angle. An example is how a previous sales employee can elevate strategies in their new marketing position by knowing which products can best be promoted together.  

This is where you step in to guide them. Acknowledge what they have done for the company so far and see what more they can do. Provide them training to qualify for a different career path when circumstances would allow it. Reskilling gives them a chance to find a new sense of purpose as the company continues to nurture its pool of professionals.⁷ Encouraging them to take on a different role also shows your worker that you appreciate their skills and trust their contributions. 

Kindness Can Help Keep Your Team Together 

The keys to keeping your workers well and away from quietly quitting are understanding their needs, managing everyone’s expectations, and upholding acts of kindness. Start communicating clearly and build a place of hope for an attainable future for your workforce. 


Meet your next candidate through Fox Search Group. Our team will help you reach out to potential applicants who share your desire to create an impactful workplace that’s rich in values. 

Reach out to us now. 


1 Greg Daugherty. “What is Quiet Quitting—and is it a Real Trend?”. https://www.investopedia.com/what-is-quiet-quitting-6743910. Published last November 2, 2022. Accessed last February 1, 2023. 

2 Mayo Clinic Staff. “Job burn out: How to spot it and take action”. https://www.mayoclinic.org/healthy-lifestyle/adult-health/in-depth/burnout/art-20046642. Published last June 5, 2021. Accessed last February 3, 2023. 

3 Deloitte Global. “The Deloitte Global 2022 Gen Z and Millennial Survey”. https://www.deloitte.com/global/en/issues/work/genzmillennialsurvey.html. Accessed last February 2, 2023. 

4 “5 ways in which the workplace could serve young people better”. https://www.weforum.org/agenda/2023/02/youth-workplace-future-davos2023/ . Published last February 2, 2023. Accessed last February 7, 2023. 

5 Jackie Wiles. “Employees Seek Personal Value and Purpose at Work. Be Prepared to Deliver.” https://www.gartner.com/en/articles/employees-seek-personal-value-and-purpose-at-work-be-prepared-to-deliver . Published last January 13, 2022. Accessed last February 8, 2023. 

6 “Unmotivated Employees? Follow This Advice To Keep Them Engaged”. https://www.forbes.com/sites/forbesbusinesscouncil/2023/01/30/unmotivated-employees-follow-this-advice-to-keep-them-engaged/?sh=1b53c87b5ceb . Published last January 30, 2023. Accessed last February 9, 2023. 

7Eric Friedman. “How Reskilling And Upskilling Help Companies Prepare For The Future”. https://www.forbes.com/sites/forbeshumanresourcescouncil/2023/01/11/how-reskilling-and-upskilling-help-companies-prepare-for-the-future/?sh=7c0bd3cf16e6 . Published last January 11, 2023. Accessed last February 9, 2023. 

Purpose at Work and Employee Retention: You Can’t Have One Without the Other 

Purpose at Work and Employee Retention: You Can’t Have One Without the Other 

More than 90 percent of employees will stay at their jobs for reasons beyond paychecks. ¹ In today’s competitive job market, candidates are more likely to be satisfied and engaged when they feel a sense of purpose and fulfillment. They don’t just want to work. They want something more profound—to feel they’re making a meaningful impact at their jobs.  

Many businesses devote time and resources to determining why employees leave their jobs but are they missing anything? It’s probably time for you to start paying attention to other actionable strategies like creating a purpose-driven work culture.  

So, if you’re committed to retaining your employees, keep reading to learn more.  

The Interdependence of Purpose at Work and Employee Retention—Why One Can’t Exist Without the Other  

Organizations that understand the importance of retaining their employees know that any effort invested into improving their staff experience eventually yields a productive work environment.  

You can use different metrics in measuring employee experience in the workplace. The purpose at work is increasingly becoming a significant determinant of whether an employee stays or leaves their current employee.  

Gartner’s study revealed that more than four million people in the U.S. resigned from their jobs willingly. In response to the research conducted in 2021, 52 percent of the respondents strongly agreed that the pandemic has made them question the purpose of their jobs.²  

According to McKinsey’s research, more than 69 percent of employees feel their sense of purpose comes from their work.³ If your answer to whether employees are proud to be associated with your organization is ‘yes,’ you’re probably on the right track.  

Typically, people who live their purpose at work outperform those who do not. Chances are that they’ll have a sense of loyalty and commitment to work because they clearly understand how their roles impact the company.  

A sense of purpose is what drives an individual. It’s what gets them up in the morning and keeps them going. When you take a deeper look at the subject matter, nothing last long without a sense of purpose—why should your employees?  

When employees feel that their work is meaningful and aligns with their values, they are more likely to be motivated, engaged, and committed to their jobs. They tend to go above and beyond to perform their job responsibilities. This is because they’ll see their work contributing to something relevant.  

Employees with strong motivation to work are more satisfied with their jobs. This, in turn leads to higher retention rates.  

Strategies to Achieve a Purpose-Driven Work Culture  

With the benefits that accompany creating a sense of purpose for employees at work, you probably don’t want to miss out on an opportunity to retain your staff. Here are five ways to go about it:  

1. Communicate the Company Mission and Values 

In a study by Gallup, four of 10 employees attested that the mission purpose of their organization makes them feel their job is important.⁴ The study also revealed that the first obligation of an employer to team members includes providing a compelling vision of the company.  

Clear communication of the company mission and values involves helping employees understand their role in achieving its goals. One of the key ways to start is through the employee onboarding process. During orientation and training, hiring managers can use interactive exercises, such as Q&A sessions and in-house tours, to help new team members align to the company’s mission and values.  

2. Encourage Employee Involvement in Decision-Making 

Employees become more self-aware of the organization’s values when employers set corporate goals that align with their personal goals—for example, an invite to a team’s goal-setting and solution-finding meeting. Please provide them with opportunities to take on leadership roles and encourage them to give feedback on subject matters relating to the organization. This way, employees understand the bigger picture of their work and feel they’re making a meaningful contribution to the organization.  

3. Recognize and Reward Employee Contributions 

The decision of employees to stay with their current organization largely depends on how well their employer recognizes and rewards their contributions to meaningful work. In Achievers’ survey on employee recognition and engagement, more than half of 1,700 respondents indicated that they might leave their jobs because of the lack of recognition for their efforts by their current employer.⁵  

Tech leaders looking to create a sense of purpose for employees can incorporate meaningful recognition such as praise in meetings, bonuses, or personalized awards. While incentive programs may mean extra costs, there are inexpensive ways to show employees that their contributions are recognized. Saying simple words of acknowledgment, such as “great job” or “well done,” can make employees feel that they’re making a relevant impact on the organization.  

However, in recognizing teams’ efforts, it’s vital to ensure that you equally distribute incentives, rewards, and acknowledgment to prevent bias.  

4. Encourage an Inclusive Workplace Culture 

Inclusivity promotes a healthy work environment that embraces diversity among employees. This system rules out the fear of not being accepted at their workplace. It creates a welcoming environment that values and respects differences in race, ethnicity, age, sexual orientation, and other characteristics.  

Here, individuals with different backgrounds, experiences, and identities are all equally welcomed. Rewards and recognitions are less likely to be associated with favoritism. This makes it easier for employees to make contributions and advance their careers.  

5. Offer Opportunities for Growth and Development 

Offering opportunities for growth and development is important for keeping employees engaged. By investing in staff development, employees may likely feel they matter to the organization. Here are some helpful tips:  

Provide on-the-job training: Offer on-the-job training programs, mentorship opportunities, and job shadowing programs to help employees develop new skills and advance their careers.  

Encourage cross-functional training: Offer cross-functional training programs that expose employees to different areas of the business and provide opportunities to learn new skills.  

Support professional development: Provide financial support or time off for employees to attend conferences, workshops, or courses that support their professional development.  

Offer career advancement opportunities: Encourage employees to take on new challenges, seek promotions, and advance their careers within the organization.  

Foster a learning culture: Encourage a culture of continuous learning by encouraging employees to pursue their interests and offering opportunities for them to share their knowledge with others.  

Provide performance feedback: Offer regular performance feedback and coaching to help employees identify areas for growth and improvement.  

Encourage self-directed learning: Provide resources, such as books, online courses, or training programs, for employees to pursue their learning and development on their own.  

While creating a sense of purpose is key to increasing employee retention, it’s essential to consider how the goals of every very candidate align with your organization’s mission. Finding the right employees whose goals are aligned with your company’s is key. It ensures you won’t waste your efforts in providing a purpose-driven work culture for your employees.  


Unlock the potential of your workforce and build a culture of purpose. The Fox Search Group is a staffing solution that connects businesses with employees who align with their mission, values, and goals. With a supply of technical expertise, you can be confident that you’ll work with a team that shares your passion and drive. Contact us today to learn more.  


  1. Abigail Hess. “94% of Employees Say They Would Stay at a Company Longer for This Reason—and It’s Not a Raise”. https://www.cnbc.com/2019/02/27/94percent-of-employees-would-stay-at-a-company-for-this-one-reason.html. Published last February 27, 2019.  
  2. Jackie Wiles. “Employees Seek Personal Value and Purpose at Work. Be Prepared to Deliver.” https://www.gartner.com/en/articles/employees-seek-personal-value-and-purpose-at-work-be-prepared-to-deliver. Published last January 13, 2022  
  3. Dhingra, Samo, Schaninger, and Schrimper. “Help Your Employees Find Their Purpose—or Watch Them Leave”. https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/help-your-employees-find-purpose-or-watch-them-leave. Published last April 5, 2020.  
  4. Jake Herway. “Just How Purpose-Driven Is Your Organizational Culture?”. https://www.gallup.com/workplace/356093/purpose-driven-organizational-culture.aspx. Published last October 22, 2021.  
  5. San Francisco and Toronto. “Recognition and Rewards Resonate as Key to Employee Retention”. https://www.achievers.com/press/achievers-survey-finds-without-recognition-expect-employee-attrition-2018/?zd_source=hrt&zd_campaign=5503&zd_term=chiradeepbasumallick. Published last January 18, 2018.