This January, we wanted to know if people planned to job hop in 2010. An overwhelming majority – 82% – of respondents to our online poll said that they would consider leaving their job if a better offer came along.
As the economy has begun to improve and the job market has opened up, we want to know if you’ve seen job hopping come to pass at your company.
Our problem is we are a small company working in the defense industry. We usually lose employees to the larger multi-million dollar defense companies or to the Government. We give many small benefits to compensate: liberal time off, employee lunches and excursions, 9/80 work weeks for a day off every other week, flexible work hours, etc. Still big money is the draw to losing employees.
I once worked for a small aerospace company wherein I saw several challenges: We had only two SBIR contracts and, therefore, people were always wondering where the next contracts were coming from or were in fear of losing our existing contracts. This, of course, created the perfect storm for people seeking more money and security (and we can hardly blame them!). However, we paid near-market wages and had excellent healthcare benefits, which went a long way to retain employees.
Some questions I would ask are: Since it seems you can’t pay market or near-market wages, (1) Are the “small benefits” ones that are truly valued by the employees and do they understand the value? (paid time off is a big one); (2) Are you regularly and effectively communicating all the plusses of working for your company? (3) Are managers/supervisors providing positive feedback to their employees in terms of their performance and value to the company? Do EEs understand the company’s mission and value statements? Do they feel a true part of things? Do they see how they impact the success or failure of the company? Does their work matter to them? (4) Does leadership regularly let employees know how the company is doing and effectively communicates the short and long-term goals of the company? EEs typically leave because they don’t like their manager, all other things being equal… (5) How is your healthcare benefit package? If it’s weak, that’s another area of vulnerability. Are their other incentives that are valuable to EEs that could help?
You just may have a lot of internal PR work to do and make EEs feel glad they work there. Salary is about half-way down the list of what EEs value, so you may want to concentrate on the top reasons and see if you can turn things around. As I’m sure you know, if the execs and management don’t get onboard with this, attrition will just keep happening and undermine your company. I hope my answers haven’t been too obvious or simplistic…….
I’m job-hopping myself, right now.
Two years ago, I lost a fairly nice job in the IT industry when it was shipped over to India. Living in a small area, I had almost 2-hour commutes (mostly due to heavy traffic) to try and find another IT-related job, and was forced to take a hold-over job (retail) for a while. Freelancing was not an option due to the small size of the community and surrounding communities, and the vast number of people who were suddenly in the same boat I was (almost 170 let go when the company shipped the department to India).
I have since moved to a larger city, but made a mistake with my choice, as the IT industry is rather lack-luster. I’ve been continuing retail up until about a month ago, when I took a job as a telemarketer (the promise of higher wages and more hours pulled me to it). The job has turned out to be worse than retail was, and I’m looking for a better job, trying to contact the few IT companies in the area again, hoping for employment.
Job-hopping? You better believe it. $2400 in monthly bills plus $30,000 outstanding on college loans is not going to be paid by a $7.50/hour retail job or a $9/hour call center job, especially when neither were the full-time they were originally billed as.
I just wish I had researched the city I moved to a bit more, instead of getting myself stuck in a place with an atrophied IT sector.
More an more I am seeing employee hopping, instead of job hopping. Companies are letting older, more experienced employees go. Then filling those jobs with new help. Either
younger, less experienced, or desperate for work people are coming in. This let’s the companies save by paying less in wages, and greatly reduces any paid benefits. In the long run the economy will suffer the most, from older women and men that
have aged out of the hiring market. A degree seems to be all that is desired to be hired. The nature of the degree doesn’t seem to matter, just the paper it’s written on. Experience is less important than your ability to stay awake in class. Maybe we should take another look at the way we drive America. Experienced drivers, or those who are just old enough to see over the dashboard.
I wish I could find a place with the sorts of practices you mention. I graduated at the very top of the Information Systems and Operations Management department in a fairly well respected state school. That was in May of this year. I’m 30 with experience in many industries, with the pinnacle of my pre-college career being a Production Supervisor for just over 3 years. With my age, degree, and experience, one would think I could find something, somewhere. I have applied for over 200 jobs in the past 4 months, received maybe 15 calls, and had 8 interviews, none of which have resulted in an offer for employment.
So, unfortunately, things are not as you make them seem. I know of many others in similar situations. We can’t even foresee a time when job hopping will be an option, as just acquiring one position is an unbelievable struggle.
I hate job hopping. Not that I’ve done it, willingly. I’ve found that being a 10 year vet has helped in the aviation industry, but keeping the job the issue. I’ve averaged 1 lay-off a year since seperating in 2008. Now I’m looking to stay in the industry if I can, but Southeast Ga is slim pickings for Aviation and Electronics Techs. I’m considering a career change. All my experience is based on my Army career. Simply translating my Army career to civilian experince is not good enough. This makes the career change very difficult.
I agree with Ralph, it’s all about money of course. My last employer tried this early on. Their business began to boom and they took on employees new to the field, fresh out of the crash course schoolhouse. The company made good money for a few years and skimmed by without real issues until the last 2 years or so. Their lack of experienced workers sort of drove the company into to ground with mistakes and poor practices. They saved a lot of money at the expense of success. The more experienced fought and fought for change, but if the owners don’t want to hear it, what do you expect. I was let go in Sep. and they are closing the doors in Nov. Obviously, the wrong move. It’s happening everywhere and employers are shocked when it happens to them.
Point blank, searching for a job/career these days is a nasty place to be. I just want to find a job and keep it. I want security and to be able to afford to support my family. I would never willingly job hop, especially in this economy. Maybe in 5 years or so, but for now, stability.
I am a teacher and we have no control of whether or not we keep our jobs. I do not fit the criteria of the”perfect” employee as I am too outspoken if I see something that is not “kosher” and in the best interest of the children. I am so frustrated as a certified teacher. I will be a team player but I will not be a part of a clique where there is no accountability. I want to work but have found nothing since Laid off due to RIF in May 2009 in Arizona. Moved back to Texas and hope to find employment. I will change careers if I can find anyone that will hire me as aI have not other training. I need to find something soon as my husband and I are now considered homeless. Maybe soon.
Employees are increasingly loyal to their professions, not their employers, since employers have shown no loyalty to employees and readily layoff good workers who lack specific skills rather than train them for new functions and market opportunities. Those employers who don’t respect their workers and invest in continuing education and good healthcare and retirement programs can’t expect to keep their best employees during economic recovery.
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