Job satisfaction… A subject which companies should seriously consider if they don’t want to lose their best people. According to a survey conducted by Right Management, nine workers out of ten are considering changing their job in the next year.
As an escalating sign of dissatisfaction, more and more American and Canadian workers are seeking to change jobs and companies, according to the latest survey conducted by Right Management. Of the 760 employees surveyed, 86% say that they plan to actively seek a new job in 2013, 8% are not sure but networking just the same and 5% intend to stay in their current job. The consulting firm is therefore seeing levels of dissatisfaction that are unmatched up until now.
Working conditions are much to blame. Workforce reductions, increasing pace and broadening demands for skills have led to situations that are increasingly stressful for workers. This is in addition to creation of uncertain jobs and fragile job security within companies. As a result, employees are even more open to leaving.
Putting results into perspective
However, the results of this survey can also help companies measure employee satisfaction and commitment. According to Right Management, the data would more reflect a desire to leave a situation. This desire may not always translate into a major staff turnover within the business. The results also reflect new practices among workers. With job search websites and social networks providing easy access to offers, opportunities for change appear more numerous. But there again, everything depends on the extent to which the dissatisfied worker researches.
Openness and transparency
Despite all, employee discontent is a subject to be taken seriously, especially when it concerns the best performing people in the company. According to the consulting firm, managers should be open and transparent about market realities if they hope to keep them. Building employee commitment often involves several points: creating a company community, strengthening a sense of project responsibility, use of professional training, top of the market salary level and the potential for internal progress.