Competition levels for new jobs increase from January to February by 12.5% – So what are businesses doing to better understand their people?
Competition levels for new jobs increase from January to February by 12.5%, according to a recent survey by TotalJobs
This may seem surprising, as popular belief is that January has the biggest reputation for being the most popular month of the year for people to look for a job. Contrary to that, this myth has now been busted according to TotalJobs.
So why do start looking for new roles?
According to a recent survey employee’s whose hands are regularly tied are 28% more likely to think about greener pastures elsewhere. People want the freedom and support from their leaders to make decisions and feel empowered by them. It’s a huge cost to have micromanagement present in any business, and is one of the key reasons why people search for a new role.
Culture, which is one of our main focuses at Revium, it also plays a large part in a person staying at any organisation. Fitting in, positivity and feeling as though you are part of one big tribe are firmly on the top of the wish list for employees. People who score their workplace culture with a low mark are 15% more likely to look for a new opportunity.
Employees who are tired and starting to feel burnt out are 31% more likely to look for a new job. Supporting employees with frequent 1-2-1’s, opening the lines of communication and ensuring workloads are manageable and work-life-balance is the key to retaining employees
Do you know someone who dreads Monday’s? Most people don’t look forward to that Monday morning commute, however, if they genuinely dread coming into work and quietly wish for the trains to be cancelled for the foreseeable future; then it’s a sign to do something else, because life’s too short to do something you hate.
Although these are some compelling reasons to want to move to another company, often the grass isn’t always greener on the other side. That’s why organisations need to listen to their employees more regularly and give them opportunities to communicate ideas to improve the workplace.
How do you learn understand your employees?
Culture is as we’ve identified, a big part in ensuring people are happy in the workplace, and that means making sure everyone buys in to it. Sounds a bit like a cult, but I can assure you it’s not. It’s making sure people feel like a team and can trust one another. This is the basis for understanding and improving any working environment. Happiness levels, performance and productivity naturally improve as a result of a good culture and provides a safe environment for people to share.
Creating spaces to share feedback is a great thing to start proactively understanding your employee’s needs. Hosting regular employee forums, help to make improvements to the employee experience. Meetings should pay particular attention to health, wellbeing and culture. Business’s should focus on hosting events like this, to open up honest dialogue to help create a better working environment as one big tribe.
Survey’s are another great way to collect data and feedback on how your employees are feeling. We have the Yourview Survey at Revium, an anonymous survey that gages everything from health and wellbeing, to stress levels and even things like leadership within the business. Leaders within the business should use this vital information to really focus and pin point the areas of health and wellbeing, that need to be supported.
Regular 1-2-1’s with line managers should ensure employees are focused on the right goals and objectives for the business. This can really help to make sure there’s no confusion straight away. It’s important to keep these times open and honest to be able to share feedback, both positive and constructive, they identify minor issues quickly and stops them from getting bigger through discussion. The 1-2-1’s help employees feel more motivated because they’re quite simply listened to and not just a number in the system.
Family life can be expensive especially with full-time childcare, which is the reason useful benefits like Childcare vouchers go a long way in keeping employees. These are things that aren’t in most employer’s arsenal of helpful tools and really help with improving productivity and performance. It’s not just listening to concerns that makes the difference, it’s the acting on them that makes people feel less like worker bees and more like valued individuals.
It’s easy to take employees for granted, but companies should be doing more to retain their A-players. The number of organisations proactively introducing incentives, chances to feedback and benefits to help is slowly growing, which is a positive sign. The trend is also increasing with more and more people demanding better working environments. 2018 will be the year of workplace improvements – Watch this space.
Thanks for listening!
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