According to CareerBuilder’s 2015 survey, thirty percent of workers reported that they regularly search for job opportunities even though they’re currently employed, and 16 percent are determined to land a new position in the New Year.
Unlike last year, when Career Builder’s 2014 survey revealed that 1 in 5 employees was planning to leave their job mainly due to job dissatisfaction—the 2015 survey paints a much different picture. Instead of job dissatisfaction, employees are more focused on the lures of a new job and the opportunity for growth in both pay and responsibility. The recovering economy and lowering unemployment gap is bolstering employees’ hopes of being able to land a new job—one that is making both hiring and retaining employees more difficult.
A Change in the Tide
Those of you who handle hiring may have noticed it’s not as easy to get qualified candidates, because many are getting bigger and better offers from other employers. Employees can now pick and choose, and it’s also leading to higher turnover. “While the majority of workers say they’re satisfied in their jobs, an expanding economy and widespread employment gains are motivating them to consider bigger, better opportunities,” said Rosemary Haefner, Vice President of Human Resources at CareerBuilder. That means increasing salaries from other employers who might potentially woo your employees.
What’s the Leading Factor for Leaving?
Over half (52 percent) of workers don’t feel like they have a clear career path in their organization – just a “job”. While it’s not surprising that today’s Millenials are the fore-runners of this sentiment at 65 percent, workers from 35-55+ still share this outlook. Twenty-four percent of workers who feel like they “just have a job” plan to find a new employer in 2015.
In addition, 22 percent are dissatisfied with training and learning opportunities. 35 percent of these workers plan to change jobs in 2015.
Another alarming statistic is that nearly a third (31 percent) rate their boss’ performance as “poor” or “fair” – not very encouraging.
What Can Your Organization Do?
- Review your salaries – Make sure your pay is still competitive if you want to keep your top talent. There are many salary comparison tools and ways to find reports in your specific sector. Lots of state nonprofit associations will do an annual salary survey and report the results.
- Create a formal employee development and training plan – Make sure employees feel that their successes are recognized formally, and consider creating a “development team” that helps carve out a clear career path for each position. Training is irreplaceable and, surprisingly, can be affordable. UST’s HR Workplace includes unlimited deployment of employee training courses for only $95 a month if you’re a nonprofit. Lynda.com also has online courses like Excel for more general learning.
- Train your managers to be leaders – It’s not enough to promote someone into a managing position and expect them to instantly become a leader. Human Resources has a vital role in training managers from the outset, providing managers with appropriate ways to handle employee situations, and giving them the tools to develop their employees. No HR department? You can still follow the proper HR rules and provide guidance (and avoid legal liability). If you are a nonprofit, you can utilize UST’s HR Hotline that’s available free when you join UST, or only $95 a month (including the training above). Check it out.