[font=Verdana","sans-serif]NEW YORK[/font][font=Verdana","sans-serif], March 21, 2013 – U.S. employers seem unfazed by workers’ intentionsto seek new positions, according to a survey of nearly 1,000 companies by [/font][font=Verdana","sans-serif]AMA Enterprise[/font][font=Verdana","sans-serif], a division of American Management Association. Sixty-ninepercent of respondents see nothing new in employees keeping an eye out for new opportunities. But one-quarter concede that turnover is a growing workplace issue and expect many employees to move on to a new job as soon as they can. [/font]
[font=Verdana","sans-serif]Many employees have expressed their intention to seek a new position. [/font]
[font=Verdana","sans-serif]How do you regard such sentiments?[/font]
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[font=Verdana","sans-serif]It’s nothing new for employees to keep an eye out for new opportunities, and I don’t regard the present situation as something unusual.[/font]
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[font=Verdana","sans-serif]69%[/font]
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[font=Verdana","sans-serif]This is a growing mind-set among our employees, and I expect many to seek a new job as soon as they’re able.[/font]
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[font=Verdana","sans-serif]24%[/font]
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[font=Verdana","sans-serif]This has become a prevalent attitude among our employees and an urgent issue our organization needs to address.[/font]
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[font=Verdana","sans-serif] 7%[/font]
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[font=Verdana","sans-serif]“At most of the organizations surveyed senior management doesn’t yet seeturnover as an urgent issue,” said [/font][font=Verdana","sans-serif]Sandi Edwards, Senior Vice President of AMAEnterprise, [/font][font=Verdana","sans-serif]which provides organizationswith assessment, measurement and tailored learning solutions. “Are they being dangerously complacent? Or perhaps they’ve gotten used to hearing threats to leave from those who have felt overworked or underappreciated during the economic downturn.”[/font]
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[font=Verdana","sans-serif]In your opinion, how urgent does your senior management regard[/font]
[font=Verdana","sans-serif] the potential or actualturnover situation?[/font]
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[font=Verdana","sans-serif]Very urgent[/font]
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[font=Verdana","sans-serif] 9%[/font]
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[font=Verdana","sans-serif]Somewhat urgent[/font]
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[font=Verdana","sans-serif]30%[/font]
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[font=Verdana","sans-serif]Not so urgent[/font]
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[font=Verdana","sans-serif]39%[/font]
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[font=Verdana","sans-serif]Not at all urgent[/font]
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[font=Verdana","sans-serif]22%[/font]
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[font=Verdana","sans-serif]“The lack of focus on turnovertells me that many top level executives are not tuned into the widespread worker dissatisfaction found in so much recent research,” noted Edwards. “Intent to leave is a key indicator of engagement and commitment to the organization. If management wants the best out of their people, they need to be aware of their stress and contribution levels. Work with them on an individual level to understand what will meet their career goals along with what has to be done to drive the organization forward.” [/font]
[font=Verdana","sans-serif]The real challenge is notabout overall turnover, but retaining those employees with critical talent and future potential, believes Edwards. “Forward thinking companies are seeking out these people and providing them with opportunities to stretch, grow and contribute their unique strengths. This form of employee development clearly demonstrates to these high value employees that they are important members of the organization and integral to future success. This is key to retention.”[/font]
[font=Verdana","sans-serif]The survey was conducted from December18 to January 6 and respondents consisted of 977 senior-level business, human resources, management professionals and employees drawn from the AMA database of contacts. [/font]
