Not a Member? Get access to HR news and resources that you can trust.
Don't leave the task of calculating total cost of workforce to the finance department.
Is your employee handbook ready for the changing world of work? With SHRM’s Employee Handbook Builder get peace of mind that your handbook is up-to-date.
60+ new SHRM Seminar dates in 10 U.S. cities and virtually.
Expand your influence and learn how to become an effective leader -- Join us in Phoenix, AZ, October 2-4, 2017.
Workers thinking about moving on most likely don’t see opportunities for advancement at their current employer, according to a recent survey of North American workers.
Nearly one-third (29 percent) of 3,330 workers cited lack of career advancement when consulting firm BlessingWhite asked them to rank the most important factor that would influence them to change employers. Other, less important reasons included:
Conversely, top drivers for influencing an employee’s plans to stay:
High-risk employees—workers who aren’t committed to their organization and are likely to leave within two years—are at an all-time high in the United States and outpacing “truly loyal employees,” HR News reported Sept. 4, 2007.
Employees ambivalent about their employer are a major segment of every workforce, noted Christopher Rice, CEO of BlessingWhite. The New Jersey-based firm conducted the survey in December 2007 and January 2008 and released its findings in February 2008.
He called those employees “essentially opportunistic.”
“They want to pursue their interests and goals,” he said in a press release, “but aren’t dissatisfied enough to take action. From a practical standpoint, employees can often satisfy their need for career growth, change or better use of their talents with a current employer, but it’s not always obvious to them how they might do so.”
The manager, he noted, “is in the right position to influence the performance and [employee] satisfaction.”
That requires talking with those employees to help them “get what they need and to get aligned with what the organization needs from them.”
Kathy Gurchiek is associate editor for HR News. She can be reached at firstname.lastname@example.org.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in again before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Join SHRM's exclusive peer-to-peer social network
SHRM’s HR Vendor Directory contains over 3,200 companies