Employers neglecting trust, stress and job satisfaction concerns risk losing top talent
While better pay might be the main reason people give for wanting to move jobs in the current climate, new research highlights that employers who neglect concerns regarding trust in senior leaders, stress in the workplace or job satisfaction risk losing their top talent.
The CIPD quarterly Employee Outlook survey has found that employees are far more likely to be among the 22% currently searching for a new job if they express low levels of trust in their senior managers, are dissatisfied in their job or under excessive pressure every day.
The survey also found that 47% of employees who strongly distrust their senior management team or the company directors are currently looking for a new job, compared to just 8% of workers who strongly trust their seniors. Similarly, 57% of dissatisfied employees are looking for a new employer compared to only 8% of workers who are satisfied in their job.
Additionally, people who face execessive pressure on a daily basis at work are more than twice as likely to be looking for a new job (39%) than those who say they only experience excessive pressure once or twice a month (21%).
Resourcing and Talent adviser at CIPD, Claire McCartney, says: “With many organisations struggling to compete and survive, the issue of organisation culture and values can take a back seat. Some employers may also feel that they don’t have to work as hard to keep their people because there are fewer opportunities in the labour market that will allow employees to jump ship. However, vacancies always exist for motivated and skilled staff and employers risk losing their most valued employees — those most able to compete in a tough labour market.
“Trust forms a key part of the employment relationship and if employees feel there is a gap between what directors say and do, or that there is a lack of transparency or fairness in terms of how people are recognised and rewarded, they are likely to feel disenchanted. The openness, quality and frequency of communication from the top is also critical to trust, as is the extent to which any consultation is meaningful and happens before decisions are taken.”
The CIPD Employee Outlook survey found that trust in leaders varies across regions. Although overall trust is low across the board, there is significant regional variation, with employees in Wales North East England, West England and Scotland most distrustful of their seniors. Those in South West England, London and the East of England are generally more trusting toward their leaders.