Tips on Retaining Workers in Today's Market

Let's face it. In the past year, it has been a job seekers market. Almost universally, employers are singing the same song. It goes something like this: "Where do we find good workers and how do we keep them?"

Recently, highlights of several surveys came across my desk. These surveys examined from various perspectives the issue of retaining employees in today's tight labor market. There is a common thread among the survey findings.

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William S. Hubbartt appears as a regular guest on the nationally syndicated radio and internet talk show "The Small Business Advocate," to discuss this and other human resources issues. For more information see:

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According to a poll of 900 corporate executives, leading employer concerns include

Finding qualified workers
Motivating workers
Retaining qualified workers

The survey, conducted by a Chicago communications firm, also asked what programs the organizations had instituted in an attempt to retain workers. 65 percent of survey respondents had instituted a casual dress policy to make the workplace more inviting. Other employer retention programs included flexible scheduling, (57 percent), awards programs (52 percent) and employee assistance programs (43 percent).

In another survey of some 1000 employees, a recruiting firm asked employees what workplace programs were important in a decision to remain with their current employer. 62 percent of employees who had received job training or education said that they are likely to stay with their current employer. 61 percent felt that employer provided mentoring programs were an important factor in remaining on the job. Only 13 percent of respondents to this survey felt that benefits were among the top three things that they liked about their jobs.

A third survey, conducted by an outplacement firm, asked what perks the employees would like to see on the job. The number one response, offered by 70 percent of respondents, was the desire for ongoing training opportunities provided by the employer. The number two desired benefit was company provided "tech tools" such as company provided cell phones, laptop computers or other portable telecommunications devices used on the job. 58 percent responded that they would like to see health club memberships as a job perk, but (more realistically), only 8 percent stated that they expected to receive such a benefit.

A survey of 500 professionals conducted by a professional development consulting firm concluded that an employee's relationship with their manager determines whether they stay with their current employer or move on to another job. Nearly 95 percent of respondents said the primary factor for deciding to move to another job was whether or not the individual was able to develop a trusting relationship with their manager.

The common thread appears to be this: even though pay is important to all of us, the surveys suggest that pay alone is not the primary motivation employees gave for choosing to quit their jobs.