Yesterday, I shared the importance of finding out what (besides compensation) is important to your employees. On Thursday, Reuters shared the results of a workplace poll stating two-thirds of US workers plan to look for new jobs next year. Only 13% of the polled employees said they planned to stay in their current jobs. If you're in HR, this should be a scary finding.
In the Reuters article, Douglass Matthews, president of Right Management, is quoted, Employees are clearly expressing their pent-up frustration with how they have been treated through the downturn. We've done a lot of posts about the importance of having satisfied employees and improving employee loyalty.
This survey was commissioned by Right Management, a talent and career management consulting firm. They created an online poll to survey over 900 employees between October 19 and November 5. In addition to only 13% of workers planning to stay with their current organization, they found 21% might leave and are networking now to open up future opportunities.
If your employees fall into the two-thirds that plan to leave next year, or the 21% thinking about it, do you know why? The worst thing for an organization that made it through the hard economic times that we faced in 2009 is to have the majority of it's workforce leave in the coming year. Not only are you losing employees who are probably your top performers, you're losing all the knowledge and expertise that isn't easily transferred. You're also going to incur the hiring and training costs to replace them. Experts expect hiring to pick up next year, so if employees are looking to leave your organization, they will probably be able to find another job where they will be more satisfied. So the question remains, what are you going to do the rest of 2009 and early 2010 to improve employee retention? If you know why your employees are planning to leave, improving employee retention programs will be a lot easier. My suggestion is to ask for employee feedback, conduct job satisfaction surveys, let your workforce know what changes you're putting in place as a direct result of their comments.
You can look at these past posts for help creating employee satisfaction survey templates and employee survey example questions:
In the Reuters article, Douglass Matthews, president of Right Management, is quoted, Employees are clearly expressing their pent-up frustration with how they have been treated through the downturn. We've done a lot of posts about the importance of having satisfied employees and improving employee loyalty.
This survey was commissioned by Right Management, a talent and career management consulting firm. They created an online poll to survey over 900 employees between October 19 and November 5. In addition to only 13% of workers planning to stay with their current organization, they found 21% might leave and are networking now to open up future opportunities.
If your employees fall into the two-thirds that plan to leave next year, or the 21% thinking about it, do you know why? The worst thing for an organization that made it through the hard economic times that we faced in 2009 is to have the majority of it's workforce leave in the coming year. Not only are you losing employees who are probably your top performers, you're losing all the knowledge and expertise that isn't easily transferred. You're also going to incur the hiring and training costs to replace them. Experts expect hiring to pick up next year, so if employees are looking to leave your organization, they will probably be able to find another job where they will be more satisfied. So the question remains, what are you going to do the rest of 2009 and early 2010 to improve employee retention? If you know why your employees are planning to leave, improving employee retention programs will be a lot easier. My suggestion is to ask for employee feedback, conduct job satisfaction surveys, let your workforce know what changes you're putting in place as a direct result of their comments.
You can look at these past posts for help creating employee satisfaction survey templates and employee survey example questions:
• Conducting An Employee Survey? Take A Look At These Lessons Learned
• High Employee Retention Rates Doesn't Mean You Have Satisfied Employees
• Conducting Employee Satisfaction Surveys
• Sample Survey Questions for Employee Questionnaires
• Sample Workplace Employee Survey Questions
• Survey In Real Life: Find A Way To Reward Top Employees In Tough Economic Climate
• High Employee Retention Rates Doesn't Mean You Have Satisfied Employees
• Conducting Employee Satisfaction Surveys
• Sample Survey Questions for Employee Questionnaires
• Sample Workplace Employee Survey Questions
• Survey In Real Life: Find A Way To Reward Top Employees In Tough Economic Climate
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