“It is sometimes said that employees don’t leave companies, they leave managers. What employees are saying is that they want their managers to open up with them and better explain responsibilities and expectations.”
When asked what direct managers and supervisors could do better (aside from salary/benefits or promotion), employees most frequently cited more training opportunities (60 percent); clearer responsibilities, goals and objectives (49 percent); and more transparent communications (33 percent).
Results of the survey also show:
• Slightly more than one-third (35 percent) of workers feel totally committed to their current employers.
• “More interesting or challenging work” is identified as the top factor that makes employees feel more committed or “engaged” with their jobs.
• More than two in five (44 percent) say they actively look for better job opportunities or evaluate the external job market, even when they are happy in their job.
• 40 percent say that they would be likely to recommend their employer to a friend or colleague as an employment opportunity, with opportunities for personal growth/advancement noted most frequently as the most influential factor.
Supancich said there is clearly a significant share of the workforce that is not fulfilled in their jobs, and this suggests the need for managers to take proactive steps to address this underlying discontent.
“Managers who concentrate on improving communications and providing more opportunities for personal development will have a better chance of maximizing their investment in people and skills.”
Chosen excerpts by Job Market Monitor. Read the whole story at
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