ARLINGTON, Va., June 15, 2017 /PRNewswire/ -- Employees
refuse to stay put. In fact, just under 33 percent intend to stay
with their current employer, a 1 percent decrease from Q4 2016,
according to CEB, now Gartner.
The survey showed employees also aren't working any harder. Data
from the CEB Global Talent Monitor show only 16 percent of
employees reported high levels of going above and beyond on the
job. Employee confidence in the broader business environment
increased in Q1 2017 – for the fourth consecutive quarter –
suggesting that employees believe they can secure new jobs in the
current labor market.
Leaving To Get What They Want
Almost 40 percent of
employees who left their jobs in Q1 2017 cite a lack of future
career opportunities as the top reason. In addition to desiring
greater career growth, employees also want recognition, which moved
up two places to enter the top five drivers of attrition.
"In today's tight labor market, employees believe that they have
the upper hand when it comes to their employment," said Brian
Kropp, HR practice leader at CEB, now Gartner. "That said,
employees are finding it difficult to get promoted at their current
employer. This is translating to employees quitting their jobs for
opportunities at new companies rather than working harder at their
current company."
Meeting Employee Needs
Employers, faced with employees
who are increasingly open to – and seeking out – new opportunities,
must address the needs of their staff in order to avoid costly
attrition and retain top talent. With more employees considering
external options, organizations need to:
- Provide career growth via experiences, not promotions –
Data show that employees will leave an employer if they sense a
lack of future career opportunities. To combat this, organizations
must design careers around experiences instead of linear
promotions. Progressive companies are adopting a growth-based
career culture that prioritizes experiences, not simply the pursuit
of a more senior title. This allows employees to build their skills
and ensures growth opportunities drive career advancement.
- Give recognition when it's due – Recognizing employee
contributions is more effective at improving employee engagement
and discretionary effort levels than a cash bonus of $500. Leaders need to develop tools to figure out
which employees are making impactful contributions and then
recognize those individuals publicly, for instance via
communications to the entire staff or a post on the company
intranet.
Global Talent Monitor data is drawn from CEB's larger Global
Labor Market Survey which is made up of more than 22,000 employees
in 40 countries. The survey is conducted quarterly and is
reflective of market conditions during the quarter preceding
publication. Visit www.cebglobal.com/talentmonitor to learn more
and compare talent data from around the world.
About CEB, Now Gartner
Leading organizations worldwide
rely on CEB services to harness their untapped potential and grow.
Now offered by Gartner, CEB best practices and technology solutions
equip clients with the intelligence to effectively manage talent,
customers, and operations. More information is available at
gartner.com/ceb.
About Gartner
Gartner, Inc. (NYSE: IT) is the world's
leading research and advisory company. The company helps business
leaders across all major functions in every industry and enterprise
size with the objective insights they need to make the right
decisions. Gartner's comprehensive suite of services delivers
strategic advice and proven best practices to help clients succeed
in their mission-critical priorities. Gartner is headquartered in
Stamford, Connecticut, USA, and
has more than 13,000 associates serving clients in 11,000
enterprises in 100 countries. For more information, visit
gartner.com.
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SOURCE CEB