He also believed the tech industry offered more opportunities to learn new skills and try out different roles. And after a month-long job search, he accepted a position at IT services company The Missing Link.
“I’m learning a lot,” he said, nearly nine months after taking office. “The main reason I chose the company is that it offers tremendous potential for career growth.”
Thirst for skills
New research from Microsoft suggests Mr Nguyen is far from the only Australian worker to prioritize learning and development.
This week, the global tech giant released its latest Labor Trends Index – a survey of 20,006 full-time workers in 11 countries, which found employers had their work cut out for them to retain staff in a global talent war.
Two-thirds of Australian workers surveyed said a lack of growth opportunities in their company meant they were unlikely to stay put for long.
Meanwhile, almost seven in 10 (69%) said the best way for them to develop their skills was to change companies, and around three-quarters (74%) said they would stay with them longer. their employer if it was easier to change. internal jobs.
HR experts said the findings underscored the importance of talent development, but also hinted at a broader trend of employee disengagement and isolation triggered by the pandemic.
A Microsoft executive, Jane Mackarell, said research showed Australian workers were more unhappy with the growth opportunities available in their workplaces than the global average.
Noting the effect of extended shutdowns in Australia, she said this was likely due to the weakening of connections between employees and their workplaces as staff continue to work from home.
“In Australia we’ve been locked down more than anywhere else in the world – and I think that connection has been lost,” she said. AF Weekend.
Ms Mackarell said it was up to employers to rebuild that bond by proactively providing staff development opportunities and creating a work environment where employees feel comfortable being themselves.
She said employees have become more reserved and isolated during the pandemic, and employers need to do more to help them find purpose in their work.
“It’s about getting that whole person back to work,” Ms. Mackarell said, noting that this obligation extends to engaging workers on issues that matter to them.
“Becoming better people”
Aaron McEwan, vice president of research and consulting at Gartner, said the most progressive companies on these issues hire career coaches to help their people achieve their professional and personal goals.
“It’s not just the company saying, ‘Hey, here’s a bunch of skills we need our employees to do [learn]’. It’s, ‘What do you want to do with your life? And how can we help you develop in this direction? “, did he declare.
Mr McEwan said helping staff achieve personal goals – whether training for a marathon or learning a new language – had become more important during the pandemic, as the event “ existential” had encouraged people to reconsider the role of work in their lives.
“Employees today aren’t just interested in moving in a direction that suits or serves the company they work for,” he said.
“[They are interested in] increasing their employability, increasing the options available to them, but also becoming better people, whatever that means to them.