We don’t have to tell you that worker loyalty isn’t what it used to be. In fact, new research of interest to anyone in HR shows that what’s next is always on the minds of today’s young managers, especially among the best and brightest. With the growth of social media, they are routinely using this new online platform to network and learn about new job opportunities.
This is the situation even though companies are implementing employee development programs in an effort to get their workers more engaged.
Researchers Monika Hamori, Jie Cao and Burak Koyuncu came to these conclusions after conducting interviews and looking at international databases that used surveys of more than 1,200 employees.
These young career professionals, most of them high performers with great backgrounds, sent out resumes, contacted search firms, or interviewed for jobs at least once a year during the time they had their first job. Almost all of them continually worked to keep their resumes current and to find out about other companies. These people left their companies after about two years.
The reason for this jumping around is simple – it works. Compared to people who stay put, the job hoppers in general had higher salaries. In fact, the biggest factor in getting a pay increase was a job change. This is a big departure from those of earlier generations, where staying in one place was the surest route to promotions and pay raises.
Another reason for jumping ship, the researchers found, is the lack of structured employee development programs. Workers said that companies are pretty good with on-the-job development activities, and they are grateful for these efforts. Companies generally get good marks for giving workers more responsibility as they spend more time at the company. But the workers said companies are offering little in terms of structured development programs, such things as training, mentoring, and coaching. The workers also think these activities are important and want more of them.
So, workers want these programs, yet companies are not offering them. Why is this? The reason might be twofold – first, there is the cost involved in putting these training activities together, and second, these activities take employees away from the jobs, impacting productivity.
So, it appears that companies would have more satisfied workers if the firms made more effort to offer these formal training and development programs.