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Employed But Not Content
There have been numerous surveys done recently of employed senior staff to executive levels that raise both concern and opportunity. The concern revolves around the 70+% that would change employment in the next year. The major reasons for desiring to change are #1 lack of challenge (stymied in current role; lack of personal growth); #2 limited advancement opportunities (often due to flattening of organization and matrix structures); #3 compensation (the difference between perception of value to employer versus marketplace is increasing); #4 personal differences with company culture; #5 lack of respect for direct superior; and #6 commute (both cost and time are key issues).
The opportunity is how to take advantage of this discontent. From a competitive sense, there is “talent” out there that wants to make a change and if you have the aspirin for their headache and can offer a more pleasing environment, then change can be a win-win. From an employer perspective, retention of talent is always a challenge that is best supported by open communications and discussions, establishment of expectations to ensure common focus, empowerment, investment in your talent pool, and rewards that reflect a “pay for performance” philosophy.
1/9/2006
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