They won't tell you they're leaving

They won't tell you they're leaving

Not so long ago, counter-offers and an open dialogue about employment dissatisfaction were common. When employees planned their careers inside one organisation, and sought to stay put rather than moving organisations or industries, the platform for this dialogue was there.

Now, as employees engage with one company for decreasing timeframes and their sense of connection to their managers and employer brands heads south, these conversations are unlikely to happen at all. In many instances, employees don’t expect employers to even try to change their minds about leaving, nor do they expect that their employers will have a trump card to make it possible. More often than not, employees are already resigned to the idea of moving on.

Latest KGWI 2012 survey shows that more than one-third of employees globally (35%) say they are not likely to inform their employer of their plans to move to another organisation. Results shows that in the EMEA region, nearly four out of ten (39%) are not likely to inform their employer of such potential plans to resign, compared with 35% in APAC and 29% in the Americas.

Once fulfilment, meaning and the desire to stay are lost, it's unlikely that employees will discuss ways to recover it with their employers. Instead, employees will look to other organisations to fill these gaps, and this knowledge should tell hiring managers something critical about retention: it starts from the very first day your new employee arrives.

Most of your new hires will have come from another organisation, and most will have left to seek new opportunities and skills. Therefore, they will be seeking signs that you will deliver what they really want from the minute they join your organisation.

So, have you considered the ways in which you demonstrate this to your new hires? Promises in interviews are one thing, but what about the follow up once they're started their new role? How do you ensure promises are kept and first impressions are the best they can be?

For more graphs and insights like this, download the white paper, Happiness & Meaning at Work - What we can learn from employees about the impending talent exodus.