There was a terrific copywrited article in Sunday's Post-Dispatch, writted by a Post business columnist, Jim Gallagher "Burnt-out Workers Biding Time". The article was detailing how, as the economy improves, workers who have been waiting for the opportunity to leave their present employer will do exactly that . . . and as soon as possible. I've talked about the need for retention and succession planning many times in this blog, most recently "Separating Executive Role 'Engagement' From Job 'Satisfaction'". Employers simply do not take enough of a proactive role to insure their best performing employees are trained or retained.
Mr. Gallagher's thoughts are supported with a survey conducted by Dr. Ronald Leopole, VP of U.S. Business for MetLife, the conclusion of which was overwhelmingly reached, that American employees "are ticked off and hoping to bail out". The study also identified that "40% of the surveyed workers feel like they're working harder, while 25% felt less secure in their jobs". That mix is not sustainable in the long term.
You can look around your "open" office and likely figure out which of your colleagues are among those ready to bolt. Employers have been taking advantage of employees, asking them for increased hours and in some cases reduced wages during the recession. Employees understood the need, and basically had to comply, or lose their job. There were no other job options. Employees don't forget. Now that the economy is improving, employers better get with it. Retain the train the employees you have . . . find ways to give back to them.
The issue is not just money. I often talk about employers needing to respect their employees, stop taking them for granted and do something for them. A raise would be wonderful, but it's more than that. How about some training. How about helping your employees learn more about the realities of how the world of commerce is changing around us. Bring in a speaker for a "Lunch and Learn", or send your more senior top performers to conferences or other specialized training. Let them know you care and you want to help them grow! Find ways to support their professional growth . . .it doesn't have to be expensive.
With the environment as volatile as it is, and with the market opening up with more frequent "better" career opportunities, be sure your resume is current and your LinkedIn Profile is complete. Be ready to respond quickly when you identify a position that intrigues you. Enlist your co-workers to identify topics of mutual professional interest, and ask your manager for programs that can help you learn more about that topic. If necessary, explain to the manager how a program will help you do your job better. You shouldn't have to explain that professional training will contribute to making you a more engaged employee. That will make you, your clients and your manager happy too!