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The Adecco Group “Resetting Normal” survey results show very clearly that while the turnover tsunami has not quite manifested, many working people are actively reassessing their current jobs and – in some cases – seriously considering changes to position themselves for future career satisfaction.

Our new research found that while 68 percent of all respondents – leaders, frontline managers, and non-managers – believe that upskilling is important, 42 percent are concerned about not having skills that are relevant to the future of work. That’s largely because people are not getting access to skills and career development opportunity.

Employers are spending more time than ever before doing web searches to vet prospective hires and even existing employees and, for the most part, they are finding that everyone has more or less the same online presence. If there was only some way to distinguish yourself from the online throng.

It would not be an understatement to say that employees have high expectations around career development. However, it’s equally true that their current employers are not doing enough to meet those expectations.

According to a ground-breaking global research survey conducted by The Adecco Group, senior business leaders are profoundly disconnected from their employees on most major workplace issues, including career development, mental health and wellness and plans for a full or partial return to the office.

Why career development expectations are not being met and how to bridge the gap.

Many of the people who were forced out of familiar office environments to work from home are severely stressed, some with the experience of working from home, others about the prospects of returning to the office. A poorly devised and badly implemented back-to-work strategy could have a devastating effect on people.

In Resetting Normal: Defining a New Era of Work, a ground-breaking survey conducted by The Adecco Group, there is evidence of a profound disconnect between senior leaders and employees when it comes to the pandemic experience.

One pandemic; two radically different working experiences. Our research shows us that the gap between the views of senior leaders and the people they lead has grown into a worrisome chasm. This deep disconnect between leaders and their talent could have a crippling impact on organizations and their future business plans, impacting satisfaction, motivation and performance.

How to use talent assessments to understand your organization’s talent

Steve Harrison passed away July 10, but his legacy was cemented years earlier with a deep commitment to outplacement support, and an unparalleled passion for building positive relationships with both employees and clients.

Talent assessments provide detailed insight into your workforce that can help you identify where to make the most impactful investments and where you can save on training and development efforts.