Job hoppers beware: new findings from the 2014 Emerging Workforce Study, conducted online and via phone by Harris Poll on behalf of Spherion Staffing Services, reveal workers perceive job hopping as damaging to a person’s career success and believe being loyal to one employer pays off in the long run. The study was conducted from February through April 2014 among 230 U.S. human resources managers and more than 2,000 U.S. workers.
“The results from our Emerging Workforce Study speak to how the economy has changed the workplace,” said Spherion Division President Sandy Mazur. “Before the recession, it wasn’t uncommon to see workers dedicate years of service to one employer. However, during the recession, workers defined their loyalty to their company as the contributions that they made to their workplace, which in turn, helped them market themselves and their experience when job security was uncertain and massive layoffs occurred. Now, as the economy rebounds, workers have had a taste of job stability, and they like it.”
For more than 15 years, the Emerging Workforce Study has tracked the shifting opinions and attitudes of workers and their employers in the context of ongoing social and economic events. In 2014, surprising revelations about how workers feel about employee loyalty, job stability and career advancement in comparison to years past include the following:
Because workers perceive loyalty to be an important part of job stability, employee engagement takes on a new critical importance for companies, especially as human resource managers are more worried about a talent shortage today than they were two years ago (65 percent in 2014 versus 56 percent in 2012).
“This unprecedented data shows that more and more workers see value in increased loyalty to their company as it facilitates job stability and growth,” said Mazur. “Employers can take advantage of this shift by treating more workers as high potentials, focusing on retaining, engaging and motivating these workers to maximize their dedication and contributions. Otherwise, they may ultimately lose them.”
More than half (51 percent) of workers who are not engaged in their jobs are likely to look for a new job in the next 12 months in comparison to 20 percent of engaged workers, which suggests that companies that improve employee engagement levels may reduce turnover. Additionally, 54 percent of workers who are engaged rated their level of job satisfaction as excellent/very good, versus only 8 percent of non-engaged workers. Companies can reduce costs associated with training, recruiting and turnover by more effectively engaging and, thus, retaining workers, as employees who are engaged are three times more likely to stay with their company for the next five years than employees who are not engaged (61 percent vs. 21 percent).
The 2014 Emerging Workforce Study examined the state of the workplace and perspectives from both the employee and employer on topics such as recruitment, employee engagement, retention, employer advocacy, social media use, customer service, generational differences and work/life balance trends.
Photo by Monkey Business | Shutterstock
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