Saturday, March 26, 2011

Staying Put

Despite poor job satisfaction, workers are unlikely to seek new employment -- even though many expect the job market to strengthen. Why do people stick with jobs they don't like? And how can HR keep these workers productive, nonetheless?

Perhaps it's human nature -- people just don't like change.

One might think that employees who are unhappy with their jobs would seek new ones, but a new Accenture survey says they're far more likely to stay put.

Only about two of five (43 percent) professionals are satisfied with their jobs; however, 70 percent plan to stay with their current employers, according to Reinvent Opportunity: Looking Through a New Lens, a survey of 3,400 professionals in 29 countries by the New York-based global management consulting and technology services company.

Has the Great Recession scared people away from the job market? Or are people just creatures of habit, inclined to stay with the status quo?

LaMae Allen DeJongh, managing director of U.S. capital and diversity at Accenture, calls the findings "a surprise" and blames the still-struggling job market.

"It's a testament to the uncertainty that exists among employees, given the market and uncertainty around what this new normal really means," she says.

Ryan Johnson, vice president of publishing and community for Scottsdale, Ariz.-based WorldatWork agrees, but says that "job opportunities simply haven't materialized yet."

"What's happening here is that we still have unemployment hovering in the 9- or 10-percent range," he says.

Johnson says the hesitation to test the job market also stems from the tough times the unemployed have had since the downturn -- with some languishing without jobs for months or accepting less pay. Stories like those can scare employed people away from trying the job market themselves, says Johnson.

But regardless of how high the unemployment rate is, says Johnson, high performers are always in demand.

"For high performers and really good talent, there are always job opportunities available," he says. "If there's low satisfaction, they're probably going to jump."

While job dissatisfaction hasn't led to a flood of available jobs, it has led to plenty of passive job candidates.

A new study by Harris Interactive and Plateau Systems finds that nearly three-quarters (74 percent) of workers would consider a new career opportunity if approached -- but they aren't actively looking for new jobs.

"The large percentage of passive job seekers presents an interesting challenge for HR leaders as the predicted 'war for talent' heats up," says Jeff Kristick, senior vice president of marketing at Plateau, based in Arlington, Va. "This is clearly larger than a top-performers problem."

It's not just the iffy job market, however.

"There is a commitment and desire of the employees to make it work and to find an inspiring career where they are," says DeJongh.

Rather than focusing on job hunting, nearly three of five (58 percent) are working on increasing their skill sets and developing their knowledge at their existing employers, according to the Accenture study.

She says companies should take advantage of the situation by offering lateral moves or new responsibilities -- in lieu of higher pay.

"Employees are saying, 'Yes, I am dissatisfied; yet I want to be much more focused and deliberate in taking action to actually help advance my career and or help get the growth I need in order to move forward,' " says DeJongh. "I think it's a call to action on the part of employers ... to respond and to work with their employees to help them get where they want to go."

Johnson stresses that mentorships, career-development programs and resume-building temporary assignments can make plenty of difference.

"If there are not going to be salary increases and there are not going to be bonuses," says Johnson, "what are the things [businesses] can do to increase an employee's value long term?"

Thanks to Jared Shelly / HREOnline / LRP Publications

No comments: