Half of people surveyed in a 2009 US study say they are dissatisfied with their work. More are quitting their jobs than expected. The recession staved that off for awhile, still workers are leaving because of their dissatisfaction, and not so much of it is about their pay.
Do you think when workers’ creativity was tapped for new ideas and new decisions that people would be more satisfied and engaged? How is it a good thing that people are quitting their jobs in higher numbers than expected? What might be the consequences be for individuals, companies, Creativity Professionals? What future scenarios might emerge – socially, technologically, environmentally, economically, politically? In what ways will this have an influence on you, your family and friends? What’s up, eh?
From May 26, 2010 Yahoo Finance, Wall Street Week:
by Joe Light
Wednesday, May 26, 2010
…And recent sentiment indicates that the number of employees quitting could continue to grow in the coming months. In a poll conducted by human-resources consultant Right Management at the end of 2009, 60% of workers said they intended to leave their jobs when the market got better. “The research is fairly alarming,” says Michael Haid, senior vice president of global solutions for Right Management. “The churn for companies could be very costly.”
Adecco Group, a world-wide staffing firm based in Zurich, has seen several of its clients ask for candidates for key positions after employees made surprise departures, says Vice President Rich Thompson. Although so far there haven’t been widespread departures, Mr. Thompson says his company is readying itself for large-scale changes within the next few months. “We’re preparing for a massive reshuffling of talent at all job levels in all industries,” he says, noting that the recession earlier this decade was so short and shallow that the turnover this time around is likely to be much greater.
Recruiters and human-resource experts say the increase in employees giving notice is a product of two forces. First, the natural turnover of employees leaving to advance their careers didn’t occur during the recession because jobs were so scarce. This created a backlog of workers waiting for better times to make a move to better jobs. The median monthly voluntary turnover rate in 2009 was 0.5%, half of the rate in 2008, according to the Bureau of National Affairs, a specialized news publisher for professionals.
During the recession, even if they heard of an opening, employees were reluctant to switch employers, says Peter Cappelli, director of the Center for Human Resources at the University of Pennsylvania’s Wharton School of Business. “The idea of moving when the world was already in uncertainty was quite scary,” he says. But those hang-ups are disappearing, and employees are becoming more receptive to recruiter calls and beginning to tap their networks again for signs of opportunities, he says.
Another factor making it harder for companies to retain employees is the effect of the heavy cost-cutting and downsizing during the downturn on workers’ morale. A survey conducted last summer for the Conference Board, a management research organization, found that the drivers of the drop in job fulfillment included less satisfaction with wages and less interest in work. In 2009, 34.6% of workers were satisfied with their wages, down more than seven percentage points from 1987. About 51% in 2009 said they were interested in work, down 19 percentage points from 1987.
“Employees feel disengaged with their jobs, which is going to lead to a lot of churn as we come out of the recession,” says Brett Good, a district president of Southern California for Robert Half International an executive recruiting firm.
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