Employees feel overworked and underpromoted, and two in five of them are looking for new jobs.
A new study by Regus, which supplies office space and meeting rooms to businesses, is the latest to reveal that employees who plan to leave their companies say they feel a lack of communication from.
Other reports have confirmed that up to 25% of top performers are planning to jump ship, and Regus regional VP Sande Golgart said businesses are doing little to stop it.
“Business are not evaluating the necessary benefits for their staff [and] may face losing some of their best talent,” Golgart said.
Here are four things your employees might think they’ll find more of elsewhere:
Employees flourish in workplaces that reward them for their good ideas, noted Mike Ryan, senior VP of Madison Performance Group, a reward and recognition consulting firm that has released a white paper on the topic. Recognition can come in the form of a promotion or pay raise, or it can come as a five-year pin or a certificate.
Tip: Recognition doesn’t have to cost anything or come as part of a formal program. Studies show that managers who take the time to get to know their employees, listen to their ideas and pat them on their backs when they come up with a plan to improve the business are practicing the most-effective ways to let workers know they’re valued.
Nearly half of HR managers in an OfficeTeam survey said their greatest staffing concern is employee training and development.
And to put a fine point on the impact that has on retention, they ranked retaining top performers as their second-gravest worry.
Still, training was one of the first expenses to go during the darkest hours of the recession in 2008 and 2009, when companies made deep cuts to their professional development budgets.
Tip: Training can ease some of the feelings of overwork that employees have when they’re assigned unfamiliar assignments.
“As workers take on expanded responsibilities, it becomes more important for companies to offer professional development to help their teams keep up,” said OfficeTeam Executive Director Robert Hosking. “Training programs boost job satisfaction for employees by enabling them to build new skills and take on more challenging roles.”
Plus, adding training opportunities allows organizations to show they are committed to their employees’ long-term career growth, and can send a signal to workers that they’re worth investing in—and keeping. This can help with retention efforts.
Deloitte’s fourth annual Ethics & Workplace Survey predicts that one-third of employees plan to look for new jobs when the economy gets better, and in its poll, 48% cite loss of trust in their employers as the cause.
Like the Regus poll, 46% of employees in this study agree that a lack of transparent communication from company leaders is a top reason for changing jobs.
The silver lining: Even as employees complained that their employers are demanding too much of them because of the poor business climate, 72% admitted that their organizations continue to support their need to balance work and life. Likewise, 77% of executives said they remain supportive of their employees’ personal needs outside of work.
Tip: Managers can bolster employees’ trust in the organization by addressing the work/life needs of the staff. And if you’re thinking about trimming your work/life benefits, consider the loss of confidence the move could cause among workers who rely on the perks to juggle home and office.
In another poll, 31% of HR managers said morale andare their biggest concerns for the next six months.
ComPsych CEO Richard Chaifetz noted that the pair surpassed health care legislation and organizational change on a list of trouble spots.
Again, the root is overwork, said Chaifetz, whose company is a provider ofand conducted the poll. He, too, advises managers to lavish recognition on employees who do good work and to address workload and opportunities for professional and personal growth among employees.
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