January Job Hoppers: boosting staff loyalty before they jump ship
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January Job Hoppers: boosting staff loyalty before they jump ship

Talent Management

January Job Hoppers: boosting staff loyalty before they jump ship

January 23, 2017 Susan Hilliar

January – a new year, a new start. For many, that means a new job. At least according to job site ‘CV-library’ who revealed that a staggering 84% of UK workers are currently searching for a new role.

‘National Sickie Day’, a newly installed and now permanent fixture in the work calendar, is also just around the corner on the 6th February and it seems that this new phenomenon has nothing to do with the cold air at this time of year if most absentees are in fact interviewing for new jobs.

So, before February hits and it is too late, how can you win over your employees and help boost staff loyalty?

It is of little use trying to make any radical changes without looking at the source of the problems first. The holiday period grants workers an opportunity to take a step a back and analyse what is making them unhappy in their current role. Employers need to do the same.

Here are three reasons why your employees may be looking elsewhere and how you can try to resolve them:

They can’t see any future opportunities

If an employee cannot foresee a future at your company, then they will of course look elsewhere where they do see potential to progress and develop. Your employees need to constantly be made aware of all the opportunities available to them. This means not only setting out a career progression plan with promotion possibilities, but also outlining the options for progressing into different departments and disciplines. Development is not always about taking a step upwards but also the chance to try out new skills and interests. As revealed by our 2016 IDC survey, this internal mobility is the most important factor for guaranteeing employee happiness.

They feel unsupported

We all know the phrase ‘a problem shared, is a problem halved’ and this could not ring more true than in the workplace. Having someone at work to turn to and talk about work issues is a critical step towards resolving them. Research from the Chartered Management Institute showed that the help of a mentor enabled 66% of managers facing issues at work to overcome them.  Implementing a mentoring scheme can help ensure that your employees are all provided with the full and proper support they need and want. Similarly, managers providing continuous feedback rather than only having an annual appraisal, not only helps employees understand their performance but also grants them more opportunities to provide their own feedback. In turn, this helps you to easily identify any potential problems or issues.

They feel underappreciated

If an employee always spends hours working on and completing difficult tasks but never receives recognition or reward for that effort, of course they would start looking elsewhere– wouldn’t you? To show employees that they are valued does not have to equal a massive increase in expense for your company. In fact, non-monetary rewards, such as greater work flexibility and training possibilities, often go a lot further than bonuses or pay rises. It could even be as simple as making sure to literally pat employees on the back and say ‘well done’. Those two words can go a long way. Employees also do not only seek praise from managers but also from peers –using software to allow for team members to give each other badges for good effort can be a great way to encourage this and increase motivation.  

These are only a few of the possible reasons behind employees hunting for new jobs. The only way to truly understand your employees’ problems and potential motivations to leave is through continually open and honest lines of communication, and through predictive analytics tools such as those provided by Cornerstone, which can show who’s at risk of leaving or could be a leader one day. Talent retention is becoming more and more important – so don’t risk losing your best people by not giving the visibility of their opportunities. 

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