UK firms struggling to keep workers, U.S. workers have no intention to move
The latest Global Talent Monitor report shows that the UK had the fourth largest decrease after France, Singapore and Germany. Those that are at the highest risk of leaving are those aged between 18-29 and 30-39 who have completed an MBA.
Almost half of UK employees also report indifference to going "above and beyond" with their daily professional duties, with discretionary effort in Britain lower than in the U.S., Russia. South Africa and Italy. However showing more effort than France, Japan, Germany and China.
The biggest attraction-drivers for UK job seekers are location (53.5 percent), vacation (43 percent), work-life balance (41.9 percent), camaraderie (41.4 percent) and produce or service quality (41.4 percent).
Work-life balance has always been top of mind for UK employees, however it dropped off first position in 1Q18 with location taking the lead as the biggest attraction for potential candidates.
This shows a similar picture to the global outlook where location sits at the top (54.3 percent) with stability and product or service quality following behind (45.7 percent).
In regard to discretionary effort (an employee’s willingness to go above and beyond the call of duty), 13.6 percent of employees in the UK report showing high discretionary effort, and another 42.6 percent are leaning toward high effort.
While high discretionary effort is down slightly from the international level of 15.2 percent, UK discretionary effort has not changed significantly over the last year.
As the nation’s economy continues its upward trajectory, almost 46 percent of U.S. employees have a high intent to stay in their current positions, well above the international average of 32.4 percent, according to Gartner, Inc.
The 1Q18 Global Talent Monitor report, which calculated employee feedback from a global perspective, showed that with an additional 14.5 percent of U.S. workers indicating a somewhat high level of intent to stay in their current jobs, nearly six out of 10 workers in the U.S. workforce do not anticipate changing employers.
However, that does not mean that managers and executives should not worry about implementing additional best practices to prevent their talent from going elsewhere.
The business confidence index, which measures employees’ confidence in near-term business conditions and long-term economic prospects in their industry, registered at the highest levels in five years.
In addition, key regions surveyed as part of this report - Asia, North America, Europe, Australia and New Zealand, and Latin America - showed an increase in employee perceptions of job opportunities in their current locations, industries and functions.
Respondents in the U.S., and overall globally, cited compensation as the top dissatisfying attribute at a previous job, with this category being the top attrition driver in 18 of the 40 geographic regions and countries surveyed.
Compensation also ranked as the top attraction driver in the U.S. and globally for potential candidates when evaluating a new job, which indicates that wages continue to play a vital role in attracting and retaining talent. ■