People are increasingly disconnected from work and don’t feel well in their company. Only one in five employees feels engaged today.
This disconnect impacts all generations, especially the younger ones, and is destined to widen the Talent shortage phenomenon: a lack of talent that is expected to reach 85 million people globally by 2030.
Moreover, the advent of Artificial Intelligence (AI) will lead to greater diversification of the skills required in the job market.
To reconnect people to work, traditional training is not enough. Companies need to look at people from 360 degrees, enhancing all the dimensions of their private and professional life.
Only in this way organizations can see and unlock everyone’s full potential, thus improving retention, growth and productivity of their collaborators.
But what is potential and where is it? These are transversal skills – or soft skills – that represent the skills of the future according to World Economic Forum and are developed above all outside of work.
To encourage talent retention and development, companies are called upon to build a long-term strategy on multiple levels. Lifeed’s research identified three key areas of intervention:
The data from the Work-Life Observatory, based on the 2023 Survey which involved 1,219 participants in Lifeed learning paths, demonstrate that valuing people in their entirety allows for a concrete impact on all these areas.
This Impact Report presents the data collected from Lifeed’s 2023 Survey which analyzed the responses of participants to its learning and development paths. The skills trained by people in their private and professional life transitions emerged.
The analysis of the results demonstrates the effectiveness of Life Based Learning, the method created by Lifeed that allows people to transfer their soft skills from private life to work and vice versa.
The pandemic has revolutionised people’s idea of work-life balance. Today, 81% of workers see their professional career as just a part of a full and satisfactory life (ManpowerGroup, The New Human Age: 2023 Workforce Trends).
Workers of all ages and genders are looking for companies that can actively recognise and support the importance of a healthier work-life balance.
In a scenario characterised by global trends such as Quiet quitting, Great resignation, mental health issues and low work engagement, companies can take on an active role in caring for their employees so as to attract and retain talent, fostering the sustainability of the company itself. And the data collected by Lifeed proves it.
In order to attract, retain and develop talent, companies must focus on four main areas:
This report presents the data collected by Lifeed’s 2022 Survey, which analysed the answers of 1,125 participants in its learning paths. The survey revealed the skills and talent developed by people during their life transitions: becoming parents or caregivers, or going through a period of significant change like facing the consequences of the pandemic and changing jobs.
The analysis of the results proves the effectiveness of Life Based Learning, the method devised by Lifeed that enables people to transfer their soft skills and talent from their personal to professional lives and vice versa.
