Insight Career Coaching’s Post

Changing jobs can be stressful, because you're having to start all over again. The cognitive load associated with fostering new relationships, learning new systems, and building your credibility from the ground up may not always be worth the associated pay bump. In a world where job hopping has become normalized, it's helpful to be reminded that not all discomfort in your job is bad. Sometimes the roles that are the most stressful are the ones that stretch and grow you the most: you experience tremendous learning opportunities if you stay at a company long enough, especially during difficult times.  Thanks Rebecca McKinsey / WorldatWork for the opportunity to share on this topic. #humanresources #hr #talent #talentmanagement #talentacquisition #totalrewards #compensation https://lnkd.in/gUCErmBV

The trend of job jumping has significantly cooled as more workers find value in stability, growth opportunities, and robust benefits packages. According to a WTW survey, nearly two-thirds of employees now prefer staying with their current employers, a stark contrast to the nearly half who considered switching jobs two years ago. Factors such as enhanced benefits, job security, and flexible work arrangements contribute to this shift. As employers focus on retaining talent through improved benefits and competitive pay, employees report higher satisfaction, indicating a new era of workplace stability and happiness. #WorkforceStability #EmployeeRetention #CareerGrowth #JobMarketTrends

We hear so much about "work from home" and "Return to Office" policies changing... but what factors matter to job seekers? According to their global Workforce 2024 report, Korn Ferry found similarities of applicants in the 6 countries studied-- see top factors below. These results mirror what our firm Atlas Alignment Growth Partners found and support two decades of WorldatWork "Total Rewards" research -- ideal job schedule, pay levels and job / employer security are most important to candidates when considering a new job. For most employees, "opportunities" (whether training & development or promotion potential) are both a great retention and engagement tool for employers --- but if employees perceive these are lacking, they start looking for that new position elsewhere. Thanks Dominic Monkhouse for sharing this great article: "Just Pay Me"-- Korn Ferry- link in the comments #talentoptimization #totalrewards #talentacquisition

Stability, work-life balance, positive relationships with colleagues, and healthy working conditions are the top reasons people cite for remaining in their current positions. They will be as tempted as anyone to leave for better salaries, entrepreneurial aspirations, lack of career progression, and lack of fulfillment, but get the employee experience right and you can face down those challenges. That's the key message from a recent survey by LHH. https://lnkd.in/efxZD6mY #HR #employeeexperience #employeeengagement Source HRO Today

Business owners, HR managers, HODS, and team leads - you can't afford to miss this recent study by Hays. What determines job commitment among employees? Why aren't employees committed to their current employers? More importantly, what can you do to ensure staff retention? Here's the TLDR: 👩🏼💻 Top reasons why employees are staying: 38% - flexible work arrangements 31% - salary considerations What this means: flexible work arrangements have now become a greater factor than traditional salary considerations. Organizations that can provide both will likely see higher retention rates. 🧩 Crucial factors that determine job commitment: 36% - healthy work-life balance 35% - fostering positive relationships with colleagues and managers What this means: managers should be hyper-aware of their team member's condition - are they on a trajectory to burning out, or thriving and growing? What are you doing to foster camaraderie intra-and-inter teams? ⌛️ Main causes of disatisfaction at current workplace: 44% - lack of flexible work arrangements and work location 36% - unhappy with their relationships with managers and colleagues 33% - delays in bonuses or promotions 31% - dissatisfaction with work-life balance 31% - compensation packages What this means: how aware are you of the *real* reasons why your employees are leaving (not the ones they tell you in the exit interview?) Are you plugging the gaps to improve satisfaction and reduce turnover? Full article: https://lnkd.in/gdsE2cZA #HumanResources #Retention

🌟 **Why Do Employees Leave? It’s Not Just About the Money!** 🌟 When it comes to employee turnover, we often jump to the conclusion that salary is the main driver behind why people leave their jobs. While compensation is important, there are several other critical factors that play a significant role in job satisfaction and retention. Here are the top three reasons candidates decide to move on, beyond just the paycheck: 1. **Lack of Career Growth Opportunities** 📈  Employees are motivated by career advancement and professional development. When they feel stuck in a role with no clear path for progression or skill enhancement, they’re more likely to seek opportunities elsewhere. Investing in training and creating clear career pathways can significantly boost retention. 2. **Poor Work-Life Balance** ⚖️  In today’s fast-paced world, achieving a healthy work-life balance is crucial. When employees find themselves consistently overwhelmed or unable to balance their personal and professional lives, their job satisfaction can plummet. Flexible working arrangements and supportive policies are key to keeping your team happy and engaged. 3. **Toxic Work Environment** 🏢  A negative work culture, lack of recognition, or poor management can drive employees away faster than any salary bump can keep them. Building a positive, inclusive, and respectful workplace where people feel valued and appreciated is essential for long-term retention. Ultimately, creating a fulfilling and supportive work environment can make all the difference in retaining top talent. It’s not just about the money—it’s about creating a workplace where people truly want to stay and grow. I'm Nicky, an experienced Recruiter supporting IT SME businesses. I help Founders/MDs/CEOs/Directors/Managers achieve their goals by offering an agile and bespoke recruitment solution. I place candidates in their dream jobs. #EmployeeRetention #CareerGrowth #WorkLifeBalance #CompanyCulture #Leadership #HR #TalentManagement

Employee engagement and satisfaction are important topics especially in the long haul as the war for talent will continue to heat up (with bumps in the road for sure). In the last few weeks three employee engagement/job satisfaction surveys have come out: Gallup, Conference Board and Amp Culture(I will put a link to Gallup and Amp's in the comments section). The rate of engagement between the surveys vary greatly in the US with Gallup stating only 30% of employees were engaged in Feb 2024, Amp Culture saying the average was 73% and Conference Board stating overall job satisfaction was 63.4% and almost unchanged from last year. I think it is interesting that there is such a large discrepancy in the data between the results. I am not sure if it is based on the types of questions asked, how they are weighed in the results or something else, so it is hard to draw conclusions. One thing that does seem to be true across them is the numbers seem that job engagement/satisfaction has plateaued or gone slightly down. A few interesting findings from the Conference Board survey: - Women are less satisfied than men across all categories -Those who switched jobs during the pandemic are less satisfied in their jobs -Hybrid workers are the most satisfied, with remote slightly behind them, and fully in office significantly lower -Staying in your job longer than 3 years makes you more satisfied and less likely to jump ship (I would love to know why this is) -"While wages and key benefits remain vital to job satisfaction, in 2023 workers were more focused on positive work culture and experience than they were the previous year"( I have seen this in other surveys as well especially our Gen Z/Zoomers who seem to value more purpose, career growth and other non-financial factors) Why do you think there is such variance in the employee engagement/job satisfaction surveys? Which one do you think is most accurate? Do you think employee engagement is going down/plateaued or going up? What do you think the biggest factors are that have affected recent engagement scores: RTO, inflation, lack of communication, clear goals, leadership etc?

Keeping employees post-COVID has become a big headache for employers. The pandemic flipped the work environment on its head. Now, with global opportunities popping off everywhere, the temptation for talent to jump ship over to the tempting offers out there is so much higher. This is where company culture comes in as a game-changer. A good salary and other perks alone will only delay the inevitable at this point. Employees want to feel that they're part of something bigger, connected to a company that genuinely values them. HR consultancy plays a critical role in creating that kind of workplace culture, helping companies build environments where employees are not just there for the paycheck but are committed and excited to stay. You’ve probably heard it VERY MANY TIMES: Pay is one of the last resons people leave a job! HR consultants help businesses develop cultures that people want to stick with—even when the grass looks greener elsewhere. #EmployeeRetention #WorkplaceCulture #hiring

🌟 **Why Do Employees Leave? It’s Not Just About the Money!** 🌟 When it comes to employee turnover, we often jump to the conclusion that salary is the main driver behind why people leave their jobs. While compensation is important, there are several other critical factors that play a significant role in job satisfaction and retention. Here are the top three reasons candidates decide to move on, beyond just the paycheck: 1. **Lack of Career Growth Opportunities** 📈 Employees are motivated by career advancement and professional development. When they feel stuck in a role with no clear path for progression or skill enhancement, they’re more likely to seek opportunities elsewhere. Investing in training and creating clear career pathways can significantly boost retention. 2. **Poor Work-Life Balance** ⚖️ In today’s fast-paced world, achieving a healthy work-life balance is crucial. When employees find themselves consistently overwhelmed or unable to balance their personal and professional lives, their job satisfaction can plummet. Flexible working arrangements and supportive policies are key to keeping your team happy and engaged. 3. **Toxic Work Environment** 🏢 A negative work culture, lack of recognition, or poor management can drive employees away faster than any salary bump can keep them. Building a positive, inclusive, and respectful workplace where people feel valued and appreciated is essential for long-term retention. Ultimately, creating a fulfilling and supportive work environment can make all the difference in retaining top talent. It’s not just about the money—it’s about creating a workplace where people truly want to stay and grow. I'm Nicky, an experienced Recruiter supporting IT SME businesses. I help Founders/MDs/CEOs/Directors/Managers achieve their goals by offering an agile and bespoke recruitment solution. I place candidates in their dream jobs. Let's connect 📩 Nicky@irecruitpartners.com #EmployeeRetention #CareerGrowth #WorkLifeBalance #CompanyCulture #Leadership #TalentManagement

Hey founders, leadership staff and colleagues in the tourism industry! This recent study calls out our industry as one of the unhappiest industries for workers. The reasoning, low pay and long, inflexible hours. There is no hiding it. The glass ceiling can seem unbreakabkle when it comes to earning potential. Even worse, financial earning goals are simply just not attainable depending on the health and structure of your current employer. More so, by the nature of an international industry hours can be all over the map, literally. How do we solve for this? How can staff be paid competitive wages compared to other industries? Is it doable? What are some of your best solutions for work-life balance in a global industry when it comes to working hours?