“Do you have a minute?” Five words that managers know very often might mean “I am resigning.” If you want to avoid that conversation with an employee, keep an eye out for these flight risk indicators and proactively stem talent attrition. From our survey of workers navigating this hot hiring market, here are five common beliefs and attitudes held by employees who are likely to jump ship in the next year.
“I’m not being proactively primed for the next role in my career path.”
Employees want to understand what career move comes next and that they are being set up for success once they land there. Preparation for advancement is proof that promotion promises will be kept. If an employee doesn’t see action coupled with words, chances are they will be open to climbing the next rung on their career ladder elsewhere.
“Technology is moving so fast and I’m not prepared to keep up.”
The speed of technological change is overwhelming and not having relevant technical skills is a stress that workers across genders and generations have expressed. Companies that rely on outdated equipment, systems, and processes are at a disadvantage in this hiring market. Workers told us having access to the latest and greatest technology as well as training to keep related skills in top shape is of growing importance to them.
“I am so stressed out but my employer doesn’t seem to care.”
Employees who feel overly stressed at work are a higher flight risk than those with stress levels under control. And those who felt their employers were not taking steps to mitigate their on-the-job stress were also more likely to make a job switch.
“I know there’s an ideal workplace out there – but this just isn’t it.”
With so much of one’s waking hours and nighttime thoughts spent on work, it’s no wonder that the eternal quest for employment nirvana makes some employees antsy. Employers looking to improve retention can begin as early as the first interview – exploring what the candidate considers are key factors of an ideal workplace and whether there’s a match with the company culture and employment proposition.
“Why can’t we be more open around here? Information is in the hands of the few.”
Workers making a job switch cited their frustration with the level of transparency at the company as a reason for leaving. In our increasingly open and feedback driven culture, employees seeking deeper connections with their employer expect greater authenticity and disclosure. It’s a tough market out there for companies looking to hire. The easiest way to deal with it is to keep employees from leaving in the first place. Comments or expressions of concern about the areas above are a signal to step in before that rising star steps out.