Why Your Top Talent is Leaving

Forbes and CareerBuilder reveal why your top talent is leaving in 2014

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Have you heard the news? Your top talent is leaving this year—at least, Forbes and CareerBuilder seem to be convinced and have some tips to remedy the problem.

Forbes published an article about how CareerBuilder recently surveyed over 3,000 workers to find out who is most likely to change jobs in 2014, what employees value most from their employer, and most importantly—what it will take to retain them.

The biggest mistake employers make is assuming they know what matters to employees. CareerBuilder found that “not recognizing what’s important to employees can translate into more job dissatisfaction, lower productivity, and higher voluntary turnover.” Make sure you frequently survey employees to know where your organization stands. This is how you’ll discover ways to improve your employees’ experience and give them some validation to know you care.

You must prioritize your employees before they are gone, since workers who are dissatisfied with their jobs are most likely to jump ship this year. This may come as no surprise—obviously, most unhappy workers will leave.

Here are the top reasons your talent is leaving in 2014:

–          Sixty-five percent of workers said they don’t feel valued

–          Forty-five percent of workers are dissatisfied with advancement opportunities at their company

–          Thirty-nine percent of workers are dissatisfied with their work/life balance

–          Thirty-nine percent of workers are highly stressed

–          Thirty-seven percent have a poor opinion of their boss’s performance

On the flipside, here’s what ultimately entices your best employees to stay. According to the survey, 54 percent of respondents said: “I like the people I work with.” Half of all respondents revealed it’s because they have a good work/life balance.

Here’s the good news: you can strategize to keep your top talent, after all. The survey revealed that 50 percent of respondents would stay if they received an increase in employee recognition. Others implied they preferred an increase in learning opportunities and a more casual company culture.

So what’s your key takeaway? Employees want to feel valued—and improving employee recognition is a great way to start. Check out this recognition report, featuring research from Gartner, which helps you triumph over impacts of employee disengagement (like high turnover) using social employee recognition.

 

 

 

 

 

 

 

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