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HR
may have more than involuntary terminations to worry about in the
New Year. About one-third (35 percent) of workers plan to change
jobs in 2003, according to a recent CareerBuilder.com survey.
Thirty-two percent of workers rated their prospects for finding a
job as strong next year. The survey included more than 2,200
hourly and salaried workers.
Why
leave? The majority of the workers planning to change jobs in 2003
were dissatisfied with their job for a variety of reasons. The key
issues motivating workers to change jobs included:
A
lack of career advancement opportunities with their current
employer,
Dissatisfaction
with pay,
Lack
of job security, and
Overall
dissatisfaction with their jobs.
Of
those planning to change jobs, 59 percent were dissatisfied with
opportunities for career advancement with their current employer.
Fifty-eight percent were dissatisfied with their pay. Half of the
dissatisfied workers also stated that they worked under a great
deal of stress. Overall, 38 percent of the workers planning to
change jobs next year were dissatisfied with their jobs in
general.
“It
is not surprising that a considerable amount of workers are
planning to make a change to find a better job in 2003,”
according to Dawn Haden, senior career expert at CareerBuilder.com.
“But, despite their dissatisfaction with their jobs, 47 percent
of workers still felt that they were maintaining a balance of work
and life. On a more positive note, five-in-ten workers were
satisfied with the experience that they are getting on the job.”
Job
security is also an issue for those planning to change jobs. Fifty
percent of these workers felt that they did have job security.
Asked to compare the levels of job security in 2002 versus 2001,
36 percent felt that they had less job security this year. In
addition, 73 percent of these workers reported that they worked
under a slight or constant threat of layoff. “Companies can help
reduce the rate of employee turnover by providing workers with pay
commensurate with experience, furnishing a career path with
advancement opportunities and addressing sources of stress on the
job,” continued Haden.
What
can HR do? Haden offered the following tips for employers to help
workers cope on the job:
Listen
and be responsive to the concerns of workers.
Help
employees understand the priorities of your organization and why.
Conduct
and follow through on internal surveys to identify workers’
opinions
and attitudes.
Provide
non-monetary retention tools such as training, education and
certification.
Develop
and identify avenues for career advancement with the organization.
Implement
and maintain an employee recognition program.
HR
MANAGEMENT 1/20/03
www.hrtools.com
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