The numbers are in and they do not look good.
In a recent HRNOW posting, it was reported that a 40% leadership failure-rate exists in the workplace.
This week’s upbeat HR research is even more alarming. Hays Canada has been conducting workplace satisfaction surveys since 2013 and the changes they have found this year are alarming:
- Work satisfaction is down 19%.
- 8% of Canadian employees would consider leaving their job for another position, an increase of 12.2% from 2013.
Here is how I interpret the above numbers on what Canadian employees are really trying to say to their leaders. The message is loud and clear: We are not happy with our work and we are ready to leave you.
When almost 90% of the respondents want to leave their organization it is time for Canadian employers to step up, look in the mirror, and ask why is this happening?
Many leaders will default to claiming that people want to leave their company to get more pay elsewhere. That’s not it; research is also illustrating that 75% would accept less pay for their ideal job, and that 41% are ready to leave for better company culture.
Could this sad state of employee relations possibly be linked to our management and leadership practices? Of course, the answer is yes.
Canadian employers must start to take these concerns seriously and become proactive in evaluating and improving company culture, and in focusing on employee satisfaction. Consider the above research alongside the fact that Canada is seeing its lowest unemployment rate in 9 years. Employee retention and recruitment may soon be a significant problem and HR departments have to start developing solutions. Solving this problem in your own context may begin with improving your company’s perceived organizational culture.
- Identify two companies you would like to work for, research their company culture and explain why you would like to work for them.
- What would you recommend if your VP of HR asked you to conduct a corporate-culture survey? Where would you start? Develop an action plan to present to an HR department.