Most employees have a positive view of their career prospects and are optimistic about the future. The number of people who think that their current employer gives them a chance for further development has also increased. On the other hand, companies point out that they must be increasingly involved in staff retention.
According to the 2019 Hays Salary Report, as much as 43 percent. employees are planning to change jobs within twelve months. The most important reason is dissatisfaction with the current level of remuneration and the lack of adequate development opportunities. Interestingly, even if the need for development is satisfied in the current workplace and the employees feel the employer’s support in this regard, it is not an argument that clearly translates into the willingness to stay in the company. Only every fifth employee declares that they are not considering changing jobs. This is a clear signal for employers that if they want to retain the most talented employees, they must pay attention to those elements that are particularly important for the employees.
Working in one place until retirement becomes less attractive
Life expectancy is rising and we spend more and more of it at work. In such a situation, it is natural to look for diversity in working life. Employers should take these trends into account and anticipate their employees’ changing long-term career plans. The challenge is all the greater because of Hays’ global research – covering more than 100 countries – shows that even 78% of employees will be looking for new, better employment opportunities in 2019. In Poland this percentage is lower, while such plans apply to nearly half of the employed.
– It is increasingly necessary to change the way of thinking about work and employees – emphasizes Paula Rejmer, director at Hays Poland. – Organizations that do not offer their employees what is important and necessary to achieve job satisfaction, have to take into account the likelihood of their departure from competitors that will respond to these expectations.
How to effectively prevent the departure of the best and, therefore, the most valuable employees? In building a retention strategy, it is important to know the factors that influence the decision to stay in the organization. Hays’ research shows that employers see these factors differently from employees. The biggest differences concern the perception of the importance of individual aspects. The most important criteria linking employees with the organization is the amount of remuneration received and the possibility of professional and personal development. Location understood in the context of commuting time, relations with the immediate superior and the scope of duties are also important. It is also increasingly important that the company supports the passion of employees, flexibility and promoting career opportunities in the company’s structures – including by encouraging internal mobility.
Our experience shows that the decision to change the place of employment is influenced by trust in the company and management, as well as the working atmosphere and relations with the closest colleagues. It is important whether employees feel appreciated in the company – adds Paula Rejmer.
Why are employees leaving?
Despite the efforts of employers, some employees will decide to change jobs anyway. Organizations today do not want to compete only with the level of remuneration offered, and the offer they can afford has certain limits. If the highest salary within the budgeted level is not approved by the employee, there is nothing else the company can do. – The decision to leave the company and change jobs is difficult, and the reasons for it, even if employers seem trivial, they are very important for the employee. After all, changing jobs is a major undertaking, involving stress and insecurity. Such a decision is usually not taken lightly – emphasizes Paula Rejmer from Hays Poland.
If the organization is unable to convince the employee to stay, it is a good practice, but also a kind of obligation of the employer, to guarantee the possibility of leaving the company in a pleasant atmosphere. Too quick parting and termination of cooperation overnight affects the remaining employees and makes a negative impression on the departing employee, which most likely will not be corrected. It is worth remembering that every company needs a well-managed and procedurally regulated process of leaving the structures by employees. As a result, former employees of the company can not only think more warmly about their previous employer but also consider returning in the future. They will also be less likely to advise other candidates from working in the organization.
HR practitioners emphasize that saying goodbye to an employee should consume as much energy as welcoming a new person. – It is a good practice to carry out the so-called exit interview – talks about the reasons for leaving, which are also an opportunity to thank you for your cooperation and summarize the successes achieved. It is also worth knowing the opinion about the career paths functioning in the company – emphasizes Paula Rejmer. It happens that even in companies offering great development opportunities, communication is insufficient and employees do not know what they can count on.
