Whether America’s businesses realize it or not, many of their best employees are heading for the exits.
The two biggest examples of this are found in the following statistics:
- 25% of top performers in most companies say they plan to leave their current jobs before the end of the year.
- 54% of those currently employed are engaged in some form of active job search/
- Nearly 2 million people voluntarily left their jobs in April 2010—the highest figure in over a year.
“People are looking for situations that offer them something other than a job; it is a sense of professional opportunity that people find attractive.”
Despite the challenges and uncertainty of this economy, today’s employed are looking for business opportunities that provide them a better work environment, improvements in their compensation programs, and the potential to grow and develop.
As businesses struggle to maintain market share, stabilize their customer base, and get more production out of fewer employees, the last thing needed is the departure of the remaining high-performing talent.
As a business leader, I would encourage you evaluate your internal structures, methods, and behaviors and begin to engage your team in re-building your organization. They are leaving because they feel uninvolved, undervalued, and under-supported. Recognizing that resources are limited, making these moves are not easy. However, what is the cost to the organization when really good people leave on their own and deplete an already depleted organization?
Dave Cooke is CEO of Strategic Resource Group, llc an organization specializing in helping businesses increase their revenues through effective growth initiatives and employee development programs. His contributions and insights can be found on his blog posts, SalesCooke and Sustainable Revenues. He has also developed a new program for sustainable revenues in a down economy, known as SuRF. To download this case study go to: SurfWhitePaper.com.
