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HomeEmployment NewsThe Great Resignation in the UAE is Putting 2022 in Economic Decline

The Great Resignation in the UAE is Putting 2022 in Economic Decline

Resignation in the UAE—According to a survey by Robert Walters, a recruitment firm, business confidence and hiring activity in the United Arab Emirates are expected to rebound to pre-pandemic levels in the first half of this year.

According to a survey of 3,000 white-collar professionals conducted between December 2021 and January of this year, 59% of UAE workers are “extremely confident” about job chances in their field.

According to Robert Walters, a recruitment firm, more than 80% of the UAE’s white-collar employees stayed there because they were hoping for a New Year bonus and pay raise.

According to Robert Walters Middle East and Africa managing director Jason Grundy, “Many organizations decided on their 2022 rises a few months ago before we had a clear sense of how competitive and candidate short the market was going to be.”

As the market continues to heat up, companies who did not sufficiently compensate their employees at the beginning of this year may find themselves in a bidding war for their personnel as the market heats up.

Employment in the United Arab Emirates has rebounded substantially from the pandemic-induced recession because of fiscal and monetary measures taken by the government.

According to a survey conducted by Bayt.com and YouGov last week, more than two-thirds of companies in the United Arab Emirates (UAE) aim to increase their staff by 2022, according to a survey conducted by Bayt.com and YouGov last week.

According to Robert Walters, salary hikes and bonuses are still the primary means of retaining people in a company.

ACCORDING TO THE SURVEY, most UAE professionals (72 percent) believe they will receive a wage increase in the first half of this year, and (64 percent) say they will quit their positions if no raises are given in 2022.

According to the corporation, hiring in the UAE will reach its high at the end of February following January’s appraisals.

According to the poll results, wages for new hires have climbed faster than wages for current employees during the last 18 months.

According to Robert Walters, the compensation of new employees has climbed between 6% and 8% and, in some instances, as much as 20% in fields such as technology or healthcare.

If wage rises are not on the table, managers should talk to their employees about their long-term goals and how they might help them achieve them, said Mr. Grundy.

A separate Robert Walters survey of 500 UAE enterprises indicated that 28% of employers planned to modify existing wage packages.

More than five years of experience “is the actual sweet spot for firms,” Mr. Grundy said. In fields like legal and banking, people with 20 to 30 percent salaries should expect a 20 percent to 30 percent pay bump when shifting roles.

According to a new report, software developers and cyber security experts are seeing wage boosts of up to 50%.

Why The Great Resignation in the UAE is About to Happen in 2022

Resignation in the UAE

The “Great Resignation” has driven companies to develop novel ways to keep employees considering leaving. “As a matter of fact.

As a result of the Covid-19 pandemic, many employees have reevaluated their employment possibilities. This word, coined by Texas A&M psychology professor Anthony Klotz, refers to the global trend of rethinking their professional options.

2/3 of professionals surveyed by Robert Walters, a staffing business, expect a job relocation in the first half of the year

According to a report, some clung to their positions because they hoped for a bonus and raise in 2022.

Anyone who didn’t pay their employees enough at the start of this year is possibly putting their best assets in danger, according to the managing director of Robert Walters Middle East and Africa, the organization behind the research.

When it comes to their personnel, they will soon find themselves in a bidding war.

Managers must check in with their staff to learn about their career goals and how they can help, even if wage rises are not on the table.

It’s becoming increasingly difficult for companies to keep employees who might otherwise leave or take a long hiatus from work.

A Dubai-based recruitment consultant said that companies are scrambling to keep employees while the market recovers from the pandemic.

Mackenzie Jones’ group managing director David Mackenzie stated, “We’ve noticed a surge in the number of workers earning wage raises in recent months.

Increasingly, businesses understand the importance of retaining top employees.

If you want to keep your staff, he said you couldn’t just raise their wages.

They might stay for a short time, but he predicts that after six months, they’ll be gone.

“Money isn’t what keeps people at a company long-term.”

To keep employees satisfied, “it’s all about the mood, environment, and culture of the workplace.”

According to him, employers in the United Arab Emirates have been forced to look for alternatives to raising wages.

Keeping and motivating top performers is a priority, according to Mr. Mackenzie.

“Some of the methods they’ve used to keep employees are compensation evaluations and learning help.

It has been reported that in certain circumstances, employers have offered free parking places to keep their staff from leaving.

Employers are rewarding long-term employees by increasing their loyalty bonuses.

Currently, there are more jobs than qualified applicants to fill them, according to Mr. Mackenzie.

The Great Resignation is a global phenomenon, with companies worldwide reporting difficulties in retaining and attracting employees.

According to consumer data giant Statista, the number of people quitting their jobs in the United States exceeded pre-pandemic levels for eight straight months.

Those asking for a second interview received a bonus of €1,000 from Deutsche Familienversicherung, a German insurance technology company.

There is also a €5,000 bonus for any employee who completes their six-month probationary period.

Vijay Gandhi, a director with HR and recruitment consultancy Korn Ferry, said one developing trend in the UAE is people looking for jobs to compel their employers to match any offer.

Many people are going for job interviews and getting accepted to back out at the last minute when their existing employer offers better compensation, Mr. Gandhi added.

“We are seeing an increase in the use of job offers as a kind of leverage in negotiations.”

He added that during the epidemic, businesses were forced to tighten their belts. This, along with the ability of employees to work from home, allowed them to reevaluate their employment options.

Working longer hours is “no longer acceptable by the likes of Gen X and millennials,” said Mr. Gandhi. He added that staff have had a taste of improved work-life balances and rethink what they would accept in their professions. “For more information, please see the following link:

According to a recent survey by recruitment agency Hays, more than half of workers in the United Arab Emirates anticipate leaving their current positions by 2022, according to a recent study by recruitment agency Hays.

Compared to the year before the pandemic, when 60% of employees planned to leave their employers, this increased from 48% last year, but a decrease from 60% in 2019.

The Gulf region’s managing director predicted that the Great Resignation would have less impact, but he cautioned employers against complacency.

Hays Gulf region managing director Sarah Dixon said that “retaining top performers is and always has been a problem for businesses around the world.”

Salary and monetary benefits used to be the primary factors in luring and retaining employees in the United Arab Emirates.

Pay is still vital, but non-monetary incentives and the company’s culture are more significant to employees than in years past.

It’s a dangerous tactic to be more flexible about changing employees because it’s usually in the UAE for hundreds, even thousands, of people to apply for jobs.

Despite the high number of job seekers in the UAE, Ms. Dixon stated, “employers worry about worker turnover regardless of how many jobs seekers there are in the local market.”

While training and upskilling new employees are costly in terms of time and money, the company’s reputation and culture suffer when staff frequently leave or are replaced.

Since it is difficult to find qualified replacements, firms in the region value employee retention.

According to HR consultant Claire Donnelly, employees are less likely to leave a company if they feel like they are part of the team.

A company’s overall performance can be improved if employees know where they fit in and contribute to it.

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