Some of your employees might not be as excited about working at your organization – or staying there – as you think despite all of the Ping-Pong tables, free beer and latte’s, shorter work weeks, pampering, corporate culture and loads of perks and benefits you’ve been showering on them.
In my recent LinkedIn blog, I cited some disturbing stats from an October 2014 US Dept. of Labor study:
The Good News: there were 5.1 million new hires in Oct. 2014
The Bad News: there were 4.8 million total separations in Oct. 2014
The Really Bad News: there were only 1.9 un-employed persons per job in Oct. 2014, compared to 6.2 un-employed persons per job in June 2009
American employers are really busy recruiting and hiring a lot of people but they’re missing something big. A tremendous number of people are simply moving from job to job, looking for greener pastures. They are referred to as highly mobile which is a nicer way of saying dis-engaged. They lack commitment to their organization and their career. They’re thinking things like, “Just can’t wait to leave this stinkin’ job!” or “My next job is gonna be way better, by golly.” Of course it will be. For awhile.
Is it just me, or does this seem like a massive exercise in futility, like re-arranging the deck chairs on the Titanic? It might have been better to allocate resources towards avoiding icebergs instead of planning what songs the orchestra would play. Those passengers were expecting a cruise rather than a swim.
The statistics indicate that a significant number of your bubbly, enthusiastic new hires are not likely to remain in that state for long, nor to perform at peak levels, nor remain at your organization, without some fundamental changes.
The Good News: there’s a better, more cost effective, more reliable, simpler way to make sure that every employee you hire, develop or promote is the right person for the right job for all the right reasons.
Human analytics, performance modeling and predictive behavior assessments can help you determine – early in the recruiting process – if a candidate is able to perform the requirements of the job well; has the right work ethic; will fit in with the culture, team, co-workers or supervisor; is likely to stick with your organization and stay engaged and productive; is coachable or has potential as an effective leader, etc.
Of course, it is much easier to stick with the status quo, throw some stuff at the wall and see what sticks, and just work the numbers, odds and percentages. Full steam ahead, and uncork the champagne! Some organizations have that built right into their budget and process. For them, it’s acceptable and ‘normal.’ These organizations refer to people as human resources, and have buildings full of human capital. They maintain headcount, and when one of their people leaves, they just need some backfill. Like dirt. Isn’t that heartwarming?
Their employees are really excited, right up until the day they leave. Some of those who leave are the very best, leaders, the top performers who have been making it happen and producing the results. They’ll really be missed.
That’s the upside to turnover, lack of engagement and low retention. You’re always meeting lots of new people. And there’s the Ping Pong, beer and latte’s, too.