Employee job satisfaction has steadily decreased in recent years, from 86 percent of U.S. employees saying they were satisfied with their current jobs in 2009 to 81 percent in 2012. According to the Society for Human Resource Management (SHRM), “turnover rates are likely to increase as employees now perceive an employment market that is more hospitable to job seekers.”
Voluntary turnover is an inevitable factor of nearly any HR organization, but employees may be leaving your company more often than you’d like to admit. SHRM has identified low job satisfaction is a strong link to high turnover rates—employees who are satisfied with their jobs tend to stay with their current employers, while those who are dissatisfied often look for new positions.To minimize turnover, you have to understand why your employees may have low job satisfaction in the first place. Here we identify four of the top reasons for employee turnover:
1. Your employees lack motivation.
Your best employees may be high performers, and they seek challenges and momentum in their day-to-day roles. Those who aren’t challenged may not be motivated to do good work, which leads to boredom and job dissatisfaction. For example, if an employee is internally driven by career advancement and professional development, he or she will lack motivation within a role that feels stagnant.
2. Your employees aren’t engaged.
According to John Baldoni, chair of leadership development consultancy N2Growth, the definition of true employee engagement is simple: “People want to come to work, understand their jobs, and know how their work contributes to the success of the organization.” When this type of engagement doesn’t exist, employees have difficulty relating and empathizing with the company and the work they are doing.
3. Your employees are disengaged by poor management.
We all know the saying, “Employees don’t leave companies, they leave bosses,” and it’s certainly true when it comes to high turnover. Employees need managers to serve as advocates for their professional growth, communicate with them on performance and offer appreciation for their contributions. Those managers who don’t risk losing valuable employees to poor leadership.
4. Your employees want to be fulfilled by their jobs.
Higher pay, better benefits and company perks are some things employees seek in order to remain fulfilled in their roles. But surveys suggest younger employees value a different kind of job fulfillment. “Generation-Y places more emphasis on the economic and social impact of its work, valuing these intrinsic returns above financial rewards,” says Aaron Kaufman. Employees who can’t see the value of their work may be likely to job-hop to take an more fulfilling opportunity.
While there’s no way to prevent turnover entirely, you can change a few things about your hiring process and employee engagement tactics to increase job satisfaction and retain your best employees, which we’ll be sharing in our next post. Subscribe to the Hyrell blog to make sure you don’t miss it!