Backing up an article in our HR newsletter about Employee Retention, a recent global study has found Australian employees are more likely to change employers within the next 12 months than staff in 16 other countries around the world.

The data suggests employees’ lack of commitment to their current organisation is linked to Line Manager Capability and Career Progression.

When asked whether their line manager inspired them to work more effectively, over a third of surveyed employees from Australia were neutral. Further, a quarter disagreed with the statement, ‘I receive regular and constructive feedback on my performance’.

These are worrying signs. It is well known in HR circles that employees leave managers, not organisations. Having uninspiring leaders who don’t provide comment and feedback on performance does nothing for keeping your employees engaged and challenged in their roles.

When asked to rate the statement ‘opportunities for career advancement at my organisation are based on merit’ a startling 60% were either neutral or negative. Coupled with a third being neutral and almost a quarter negative towards the statement ‘I am satisfied with the opportunities I have to get a better job in this organisation’, it becomes apparent that Australian employees don’t feel their career progression is high on the list of their employer’s priorities.

Talented people are largely motivated by the opportunity to develop and be challenged in their careers. If you are not providing your top performers with this crucial element, for the most part it won’t matter how much you pay them – sooner or later they will get bored or will be poached by someone else that is happy to stretch their abilities and watch them grow. Likely this will be one of your competitors!

Considering the cost of recruitment can run into tens of thousands and the cost of a bad recruit up to around the $60,000 mark (read the article here) it makes sense to hold on to the people you have, particularly your top performers. But that’s a topic for another time.

What are you doing to ensure your talented people want to stay and help your business succeed?

‘til next time,

Claire.