75 per cent of APAC’s business leaders will seek new career prospects in the following months.

FREMONT, CA: Reaching the Media The Great Resignation among the C-suite in the Asia Pacific has already been occurring for the past two years due to the worldwide pandemic. There has been a wave of resignations among senior leadership in the Asia Pacific, according to the most recent studies from The Page Executive Asia Pacific Talent Trends 2022 Report - The Great X, as more than one-third of leaders polled (36 per cent) have only held their current positions for less than two years. According to data, 75 per cent of leaders will seek new employment opportunities in the upcoming few months. Given that a significant talent migration event is imminent in the next months, businesses must prepare for the resignation tsunami to worsen.

Their poll reveals a significant shift toward non-monetary motivators, even while salary, incentives, and prices remain the top attractive motivators for all candidates, including those in leadership jobs. When choosing a company to join, these factors are becoming more and more significant to prospects.

Regional Managing Director for PageGroup Asia Pacific, Anthony Thompson, says that one of the most in-demand resources is human capital, and across many industries in APAC, demand greatly outpaces supply. While compensation remains significant to leadership prospects, it is not the primary factor in determining whether someone will join or remain with a company. They are now enquiring about the leadership, purpose, and culture of an organisation.

Employers must rewrite the playbook to be more human-centric because all employees now more than ever want a choice in where and how they work. Recognising that there is no one-size-fits-all plan is a challenge for leaders. It will need a careful balancing act between the objectives of the organisation and the needs of individuals and teams. According to Anthony Thompson, giving staff some kind of autonomy and communicating with them frequently will be crucial.

A sizable portion of leaders is dissatisfied. In the Asia Pacific, 86 per cent of respondents said that their employer does not actively promote work-life balance. Companies cannot afford their departure, rejection, or bad word-of-mouth in a talent-scarce market.

Hiring managers and HR staff increasingly realise that competitive remuneration and career advancement are crucial factors in employee retention. However, it's also critical to consider the so-called soft motivators. In today's world, flexibility can be the key to retaining talent. All generations, genders, sexual orientations, and industries preferred increased happiness, better health, and work-life balance (64 per cent of executives surveyed).

Employees in APAC do not want to return to the office-only paradigm of the pre-COVID era after being forced into a hybrid or remote work style for more than two years. 71 per cent of executives seeking employment choose a blended work arrangement that combines working from home and the office. Companies wishing to deploy hybrid work models long-term should also consider increasing employee engagement and equipping workers with the necessary resources for successful remote work.