A new study from Dale Carnegie training reveals that over half of global workers want to quit their jobs in 2017. They surveyed 3,300 workers in 14 countries, of different ages, genders, races and income levels, to get a sense of how satisfied workers are with their current work. Only 24% of American workers are very satisfied with their current jobs, and 17% globally, but only a small percentage, 3% in the US and 4% globally are very dissatisfied. However, the majority of global workers fall somewhere in the middle, more or less satisfied but very much ready to look for something better. Over half of respondents said they plan to quit in the new year.
There’s lots of data in the study, but that main figure, the number of people actively thinking about moving on, is why I decided to devote this week’s Friday Five to quitting, retention and job searching.
According to a new UK survey it’s the little things that really get to office workers. Samsung commissioned the survey, which asks workers about their top workplace irritants. Temperature, noisy and messy eaters and bad workplace technology are probably driving your employees to distraction — and if the study is right, at least 22 minutes of distraction daily.
Wages and retention in the so-called “sharing” economy are, well, bad. According to a new study from the JPMorgan Chase Institute, “52% of people working for labor platforms quit within a year, and 56% of those on capital platforms vacate in the first 12 months.” As the economy continues to improve chances for traditional employment, it looks like American workers are less likely to stick it out in a “sharing” gig.
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New research by CEB says that many of the reasons people are quit are obvious. They are dissatisfied with their career trajectory or the workplace environment or they just plain hate your management style. These quit triggers should already be on your radar. The kinds of triggers you may not have already considered are found in workers’ personal lives: birthdays, marriages, deaths and class reunions. CEB doesn’t advocate you Facebook stalk your employees to keep an eye out for these things, but rather, develop better relationships with them so you really understand what they’re thinking — and feeling. Download their white paper to learn more.
Disengaged employees are underperforming employees who eventually become ex-employees. So how do you really get your employees to be more engaged? HR Tech exec Todd Richardson says that not only do you need a good engagement survey, but you need one that “evaluates underlying employee psychological conditions of meaning, safety and capacity.” Happiness and satisfaction are important, but don’t tell you enough.
In much darker news, an Amazon employee jumped from the company’s 12 story Seattle headquarters, after recieving notice that he was being put on a Performance Improvement plan. He survived but was seriously injured and rushed to hospital. Before jumping he sent an email to CEO Jeff Bezos and hundreds of fellow Amazon employees. Performance Improvement Plans have been perceived by some Amazon employees as ways to phase out or slowly fire workers, so I have to wonder why such important news was delivered through email and not in person.