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Can You Survive Without a Quarter of Your Employees?

Walker recently launched the Indiana Business Council with Inside INdiana Business.  The Council is comprised of almost 4,000 individuals from around the state of Indiana in a variety of industries, business sizes, and positions.  The first survey was focused on the 2011 Business Outlook and the results of which can be found here.

One of the questions we asked was how likely the respondent was to look for a job this year.  Of the staff level employees, these are the ones dealing with your customers on a daily basis, almost one in four said they were going to look for a new job this year. 

Everything I have read indicates it is the top talent that is most frustrated and most likely to change jobs.  I have also seen various statistics the top talent may produce as much as 60% of the work.  So while almost a quarter said they were going to leave, the impact on production could be far greater if those that are leaving are the very people you can least afford to lose.  

Another interesting finding in the study is while leaders expected an increase in demand for products and services, increase in sales, and increase in innovation, there would not be much of an increase in hiring.  So the employees that have already been asked to take on more work over the past couple of years are now going to be asked to take on even more.  This is probably why we also found only 37% of staff feel employee morale is going to improve.  Employees are growing increasingly frustrated and as the job market slowly opens up, employees are going to be very quick to find, presumably, greener pastures. 

For a few tips on what to do to prevent the impending turnover boom, you can read my blog on presenteeism I posted a couple of weeks ago:  http://blog.walkerinfo.com/blog/loyalty-in-the-workplace/have-you-practiced-presenteeism

 

About the Author

Chris Woolard

Chris Woolard

Chris is responsible for the sale, design, implementation, account management, and consulting for his clients’ employee and customer assessment programs. He focuses on employee loyalty consulting and is considered Walker’s employee loyalty expert. He has worked with many companies on customer due diligence solutions.

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