I was doing research today on the rate of employee turnover, how big of a problem it is and what the causes are. I was doing this because I’m working on creating an ONBOARDING ORIENTATION TRAINING package for businesses and creating content around this topic to help others better understand what’s going on and what they should do about it, based on my leadership and management experience from 10 years in the military.
Then I got sidetracked by this article and it became engrossing.
Not just the content of the article, the research, the analysis of the data and the proposed solutions from experts, but also the response and opinions in the comment sections, what actual employees feel about the situation.
You can find the piece from the CBC here.
Here are my key takeaways:
Most Canadian employees are ready to quit their job
Canadian employers may need to step up their game if they want to avoid costly staff turnover.
Among 1,001 Canadians and 1,000 Americans surveyed for the company’s annual Pulse of Talent report, 37 per cent said they were either actively or casually looking for a new job, and 36 per cent say they’d consider a new position if recruited.
Lisa Sterling, who heads up HR for Ceridian, said that means employers must act faster to work with junior employees on their career development and job satisfaction — things that naturally build loyalty. Employers risk losing staff if they don’t reach out to them early in their tenure to ensure there’s a clear path for their development and growth
Pay was the reason cited most often for accepting a new job — but not by a landslide. After compensation, people were most likely to leave because they didn’t find their work interesting, followed closely by not feeling respected, and by lack of opportunity to take on new responsibilities.
Priyanka Mehandiratta Toronto HR Consultant “If you’re stuck in an old-school model and still looking at when an employee is coming or leaving work, I don’t think you’re going to stay relevant.”
“Listen to your employees, promote from within, train from within,” she said. When employees feel valued and heard, they’re more motivated to go above and beyond at work, said Mehandiratta.
Most interestingly, the comments showed a deep degree of resentment and indicated a host of systemic problems in employer-employee relations, here were a few that stood out:
This has been a cyclical problem for 40 years now. Most of the time, when jobs are difficult to get, employees are treated poorly, their income regularly falls behind inflation and nepotism and favoritism is endemic. (I could go on and on) Then in the rare times that jobs can be had, people leave in droves and management whines is there is no loyalty.
They “try” to mend their ways to fix their short term problem but ASAP, they are back to their old habits – hiring their favoured.
There is a famous saying with Moscow waitresses, which goes like this. “They pretend to pay us, so we pretend to work”.
This article has me thinking there is a lack of quality jobs with living wage, benefits, work life balance, opportunities for advancement.
Employers and by connection managers are so far behind in progressive personnel management that it makes one shake their head here in Canada.
The world is moving toward a mobile and virtual workforce yet in Canada we still require a nailed down desk and person just because managers have not figured out how to measure work effort from results.
Canada really as vast and remote nation should be leading in development of virtual workfoces, work from home and desk sharing options.
More seniors and stay at home parents would work and be part of the economic recovery if there was flexibility in the employer attitude of ‘working’ and in the CRA’s consideration of how and when people work,
We have 8-10 million people who can and would work in virtual or remote jobs if the businesses in Canada could see heir way past the time clock attitude they continue to embrace.
That last one is near and dear to my heart. It’s one of the foundational principles of my business and what I truly believe the future of business will be and what I’m banking on for the future of my own business.
Overall the comments are pretty negative, the good news is that these are all solvable problems, which I begin to address here.
You can watch the full video of my reaction on YouTube.