Preparing for the Mass Exodus
As the Economy Improves Employee Retention Takes Top Attention
Gregory P. Smith
George, the human resource manager of BOHICA Company, got another call to
report to the CEO. This was the second time this month he had been called
on the carpet to explain why they lost four more people to a competing
company. George’s only excuse was, “The competition is paying more than we
are.” George knew on the inside what the real reasons were, but did not
say them out loud. He tried to tell the CEO a couple of years ago when the
economic downturn first started, but he didn’t listen then, so why try
now. As he walked out the door he thought to himself, “He is getting what
he deserves.”
BOHICA Company was having a tough time. During the past two years they
laid off 40% of the workforce, outsourced 100 jobs overseas, and cut out
all overtime. Employees complained they were working the jobs of two
people and making less money. Morale was in the pits and productivity was
not much better. In a conference room someone scribbled on the white board
BOHICA Company stood for, “Bend Over Here It Comes Again.” It was supposed
to be a joke, but no one was laughing.
To make matters worse, they cut out the bonus again this year for everyone
except the senior executives. They wanted to protect their executives so
they would not migrate to jobs elsewhere. George warned them this would
backfire--and as usual, he was right. To add insult to injury, each day
all employees had to pass by the executive parking lot and see all those
new Mercedes’ and BMWs.
Later that day, Joe, who had been at BOHICA from the beginning, stormed
into his supervisor’s office and said, “I am fed up with this place. Just
wait, as soon as the economy turns around, I’m out of here!” He wasn’t the
only one who felt that way.
Get Ready, Here It Comes Again
It is hard to believe just three years ago, employers were screaming for
help and bending over backwards to attract and retain employees. Well,
guess what? Those times are returning soon. Maybe it will not be as severe
as the Dot Com era, but it is going to require top attention.
In the next several years, this nation will face a mass exodus of
employees leaving their current employers for better jobs. As a business
management consultant, I have surveyed and consulted with hundreds of
organizations over the past several years. One thing is clear--there is a
large chasm of discontentment in many organizations. Just in the past
month, my surveys show voluntary turnover has increased by 30 percent.
See the "Happy
With Your Job Survey"
Fueling this exodus and discontentment are a number of factors. These
include an improving economy, corporate scandals, layoffs, poor corporate
communication, and people working harder for less money. Rest assured, as
more jobs become available, people are going to look for better companies
to work for. This change represents a major shift from an employer driven
job market to an employee driven job market.
Estimates show 48 to 65 percent of the workforce is dissatisfied with
their current employment situation and will jump ship as the economic
situation continues to improve. Adding to this churn, figures show a
shrinking number of people available to fill jobs. By 2010 we could expect
a shortage of nearly seven to ten million workers.
Consider the following driving forces:
Job Defections – Adding to my research, the Society of Human Resource
Management (SHRM) and the Wall Street Journal website completed the Job
Recovery Survey in September 2003. The key findings revealed 64 percent of
employees said they were extremely likely to begin or increase the
intensity of their job search. An additional 19 percent said they were
somewhat likely to increase their search. The top six reasons they were
going to shift to a new job are as follows:
Better compensation: 54%
Dissatisfaction with potential career development: 35%
Ready for a new experience: 32%
Job security fears: 21%
Looking for a career change: 21%
Poor management: 20%
Worker Shortage - As the economy improves, no longer is there a
bottom-less pit of workers lined up knocking at employers’ doors.
According to the Bureau of Labor Statistics, by year 2010 there is going
to be a 7-11 million shortfall of workers. The shortage is partly due to
the retirement of the Baby Boom generation and lower birthrates.
"We employ 11 million people now, and we're going to need more," says
Steven Anderson, president and CEO of the National Restaurant Association.
"We're projecting a need for another two million by 2010. Our biggest
concern is where to find these folks."
Skill Shortage – Many industries already experience major shortages of
talent. For example, the healthcare industry suffers from a nurse
shortage, and now is importing nurses from other countries. This places a
burden on employers to provide the best place to work possible to attract
and retain key staff.
Importance of Job Satisfaction – Yes, people need jobs to pay their bills,
but a large segment of the workforce places
job satisfaction as the top
reason for staying with or leaving companies. I interviewed one person
shortly after 911. He said, “If I die tomorrow, I want to make sure I am
doing a job that means something.” His comments are a reflection of a new
trend existing in the workforce today.
Money and benefits are important, but it takes more than money to keep
good workers from leaving. The Families and Work Institute published the
National Study of the Changing Workforce. The report showed earnings and
benefits have only a two percent impact on “Job Satisfaction.” “Job
Quality” and “Workplace Support” have a combined 70% impact. That is 35
times greater than earning and benefits. I will show my readers how to
improve identify and choose an employer that meets this important need.
Competition for Top Talent – Beginning in 1998, Fortune magazine hosts a
national competition to get on the “100 Best Companies to Work For” list.
Since then, almost every state in the nation has created a similar
process. Applications for the Malcolm Baldrige National Quality Award
increased by 35% last year. Employers realize to win the award, or to win
a coveted spot on the “100 Best Companies to Work For” list is good public
relations and an avenue for free marketing.
There are seven critical factors that must be present in every workplace
leading to high job satisfaction and career success. These seven factors
are based on my research and experience as a retention expert who has
worked with hundreds of businesses.
By understanding these factors, employers can begin shifting their
priorities to stem the tide of turnover.
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Strategy and structure
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Challenging and interesting work
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Personal and professional growth
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Worklife balance
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Culture, coworkers and work environment
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Masters and commanders
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Compensation and benefits
Resources:
Greg Smith is a nationally recognized
speaker, author, and business performance consultant. He is a former
military officer and served in the U.S. Army for twenty years. He has
written numerous books including his latest,
Here Today, Here Tomorrow: Transforming Your Workforce from High
Turnover to High Retention. Greg has been featured on television
programs such as Bloomberg News, PBS television, and in publications
including Business Week, USA Today, Kiplinger's, President and CEO,
and the Christian Science Monitor. He is the President and "Captain
of the Ship" of a management-consulting firm, Chart Your Course
International, located in Atlanta, Georgia. Phone him at 770-860-9464.
More articles available: http://www.chartcourse.com
