Individual Contributors Are Ready to Walk * Can You Afford to Let Them?
It’s no surprise that employees, for the most part, continue to be disheartened in their workplaces. Why? They at least have a job, don’t they?
That’s precisely the argument lending to employee disengagement. The “survivors” of the actions taken during the recession – layoffs, cuts in pay, pay freezes – also took on much more work, likely in tasks or roles they’re not particularly good at or fond of. But they did it to help the company make it through the recession.
And what kind of thanks do they get? Very little. Talent Managementmagazine recently examined the current state among an oft ignored but vital group of employees – individual contributors. Here’s the story in a nutshell”
The Problem – No growth opportunities mean a desire to change jobs.
The Impact – Customers will notice.
The Contributing Factors – Managers skipping the “soft skills.”
A Solution – Empower managers to recognize their teams.
Are you acknowledging the disengagement of the largest body of your workforce – your individual contributors? Are you taking even the basic steps to alleviate that disengagement – teaching and encouraging managers to recognize employee contributions and behaviors, showing the employees how much they are valued?
A known organization is maintaining a KPI for employee turnover. While analyzing it I found out they have a target of 10% for employee turnover monthly. And the company has less than 200 employees. Do you think this target is realistic? Is there a recommended percentage for employee turn over according to international HR standards?
This is difficult to address, Anoshika, as turnover rates vary dramatically by industry. In general 10% is realistic, but can be much better supported if the company can increase its employee engagement levels. Gallup has proven repeatedly that more engaged employees are more loyal and less likely to leave. Research I mention in the blog post linked below shows:
• 25% less employee turnover in high-turnover organizations (such as retail)
• 49% less turnover
http://bit.ly/eMZsH0
A known organization is maintaining a KPI for employee turnover. While analyzing it I found out they have a target of 10% for employee turnover monthly. And the company has less than 200 employees. Do you think this target is realistic? Is there a recommended percentage for employee turn over according to international HR standards?
Thank you
• 25% less employee turnover in high-turnover organizations (such as retail)
• 49% less turnover
http://bit.ly/eMZsH0