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Imagine how difficult it must be for employees to get up and go to work everyday when they view their occupation as “just a job” and not a fulfilling career.
Now imagine these are your employees, and think about what damage this attitude could potentially do to you retention rates.
A Careerbuilder study found 58% of employees feel they have “just a job” while 42% believe they have a career. Nearly a quarter of workers (23%) also said they plan to change jobs this year, up from 17%.
Granted, these figures are only based on Canadian workers who took part in the survey, but the warning is valid for employers all over the world: In order to retain the best talent, you must ensure they are experiencing job satisfaction by being rewarded fairly, listened to by their managers and feel as though they are making a difference.
While the advice isn’t rocket science, it’s obviously not getting through to a number of employers. Of those who were dissatisfied with their jobs, they cited the following concerns as reasons why:
- I don’t feel valued, I feel like just a number – 61%
- My salary – 56%
- I don’t like my boss – 43%
- Inability to make a difference – 33%
- No training/learning opportunities – 31%
- I don’t have a good work/life balance – 27%
- I don’t feel challenged – 26%
Those who said they were satisfied by work said the main reasons were because they like who they work with (80%), they have great benefits (62%) and they have a good work-life balance (58%). Salary came in as one of the last reasons they loved their job.
So what can employers in Asia learn from this?
In my opinion, the sentiments expressed in the study would be somewhat similar for employees in Singapore and around Asia, although I think salary would probably feature higher up on the ‘reasons I’m satisfied’ list.
But the results act as a timely reminder for bosses to look into just how satisfied and engaged their staff really feel. Mid-year reviews are coming up, which is the perfect time to ask the right questions and discover where your organisation might be dropping the ball.
Employers looking to improve retention need to listen to their employees’ opinions about what you can do to keep them. Whether it’s increasing recognition, benefits, doing more to get solid feedback or providing a little bit more flexibility, a small amount of effort can go a long way into ensuring talent doesn’t jump ship.