Employers Take Stock: Almost 63% of Workers Are Open to Leaving!

You’re about to hear the two words most managers fear—I quit! Yeah, some of you are probably thinking, “Good riddance.” But what if the people who quit are actually the people you value the most?

According to a 2016 survey from the ADP Research Institute released Friday, almost two of every three workers at mid-sized employers are open to leaving for another job. So if you’re still thinking, “No big deal, I’ll just hire someone else to fill these jobs,” you’re in for one big surprise. There aren’t a whole lot of people on the sidelines waiting to be hired.

This theme was reinforced by three other reports this week: Subdued firings kept unemployment claims last week near a four-decade low; job openings reached an eight-month high in March; and in April, the proportion of small firms citing job openings as hard to fill was the highest since 2000. 

 I’ve got to tell you, I don’t understand why this is more concerning to me than many of you. I don’t even have any employees! Right now, as you are going about your business, my clients are learning from me how to poach talent. That’s right. I’m teaching them how to quickly identify the talent they need, and boldly go in and snag those workers. Simultaneously, we are in stealth mode, building a force field around their organizations to prevent others from plucking out their superstars.

 Here’s what I’m telling my clients to help them during these tumultuous times.

1.   Money does matter. The only people who say money doesn’t matter are the people who have it. Take a look at your wages and make adjustments. Do this before your people come to you with better offers in hand.

2.   Have conversations about career movement. Do this today, even if it’s six month’s before annual review time. Many of those workers, who are open to new opportunities, are unsure as to where they fit into your organization. That’s why they’re open to seeing what others have to offer. Now’s the time to reassure them. You can do this by letting them know you’ve got a plan to help them grow right where they are.

3.   Get some help. Look, whether it’s me or someone else, you need an outside perspective as to why you can’t fill jobs or retain employees. One thing I can promise you is that no one who has ever hired me said, “We’re so glad we waited this long!”

? Matuson Consulting. All Rights Reserved.

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Need help? Email me at Roberta@matusonconsulting for a complimentary 30-minute call regarding challenges you may be facing around talent and business growth.

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