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The Employee Revolution: Why Employees Are Massively Changing Their Jobs – Global Business Services (GBS)

Krzysztof Herdzik

Krzysztof Herdzik

GBS/SSC/BPO Practicioner


It’s no secret that employees are changing jobs more frequently than ever before. In fact, according to a recent study, employee job changes have increased by 26% in the past five years! So, what is driving this massive change in the workforce? And more importantly, what can businesses do to retain their top talent? In this blog post, we will explore the reasons behind employee job changes and offer some tips on how to keep your employees engaged and happy!

There are a number of factors that contribute to employee job changes. One of the most common reasons is a lack of engagement or satisfaction with their current position. Employees want to feel valued and appreciated, and if they don’t feel like their job is fulfilling or challenging, they will be more likely to look for a new opportunity. Another factor that contributes to job changes is a lack of growth or opportunities for advancement. Employees want to feel like they are constantly learning and growing, and if they don’t see any potential for development in their current role, they will be more likely to look for a new opportunity.

So, what can businesses do to retain their top talent? Here are a few tips that will help you keep your employees engaged and happy!

Measure employee attrition – If you’re not measuring employee attrition, you’re missing a huge opportunity to improve your company. By tracking employee turnover rates, you can identify problem areas and take steps to address them before they become too big of an issue. At the end of the day, it’s important to remember that employees are always going to be looking for new opportunities so you can make changes that will help reduce turnover rates.

Forget about exit interviews – they mislead you. An employee that’s already resigned and is in the process of leaving your company isn’t going to be completely honest with you during an exit interview. They’re likely to sugarcoat their reasons for leaving or avoid talking about the issue altogether.

So what to do?

If you really want to know why employees are quitting, start measuring the first signals of employee dissatisfaction. Employee resignation is a process that starts long before formal resignation. Well trained managers can grasp the first moments of employee dissatisfaction and react accordingly to minimalist it. Do you know that well-trained managers can keep up to 70% of employees knowing the first dissatisfaction signs of their team members? This is shocking!

But, how do you train your managers to detect the first signs of employee dissatisfaction? You can start with these signals.

– Employee complaints about working hours: When an employee complains about long working hours, he/she is actually complaining that his/her job is too stressful. This could be because of a lack of efficiency or the manager’s micromanagement.

– Complaints about the company’s policies or management: This is a clear sign that employees do not feel valued and respected by their employers. If they don’t respect you, they will not work hard for you.

– Poor communication between managers and employees: When communication is poor, employees feel that their voices are not being heard. This could lead to frustration and a lack of job satisfaction.

– Lack of trust between employees and managers: If employees do not trust their managers, they will not be motivated to work hard for them. This can be due to the manager’s lack of transparency or his/her unfair treatment of employees.

– The feeling that the employee’s skills are not being used: When an employee feels that he/she is not using his/her skills to the fullest, this can lead to a lack of job satisfaction. This could be due to a mismatch between the employee’s skills and job requirements or the company’s lack of innovation.

– The employee is not given the opportunity to grow: If an employee feels that he/she is not being given the opportunity to grow, this can lead to job dissatisfaction. Employees want to feel that they are valuable and that their employers are investing in their future.

Three mega forces which cause employee revolution:

Employees today are not like they used to be. They are not willing to stay in a job that makes them unhappy or unproductive. In fact, they will leave as soon as they see the first signs of dissatisfaction.

I would suggest that you measure these signals before it’s too late and employees start leaving your company! Why? Because employees are not only quitting, they are also changing their jobs massively.

According to a report by the Bureau of Labor Statistics (BLS), quit rates have reached an all-time high since 2001. This means that more employees are leaving than ever before!

What is causing this employee revolution? Well, there are three main great forces:

– The economy: The recession has caused many employees to lose their jobs. As a result, they are now looking for new jobs that fit their skills and qualifications.

– The job market: The job market is becoming more competitive every day. This means that employees have more choices and can be more selective about the jobs they want to apply for.

– The technological advances: Technologies such as social media and mobile devices have made it easier for employees to find new jobs. They can now research companies and job opportunities without having to go through the traditional channels.

You will not win with any of these as the great forces are now global.

Employees are changing their jobs for many reasons, but the main reason is that they are not happy with their current job.

So instead of fighting with those great forces, start measuring the first signals of dissatisfaction. They will help you to retain your employees.

Thanks for reading this blog post! I hope you learned something new about employee job changes and how businesses can retain their top talent. If you have any questions or comments, please feel free to contact me.

Krzysztof Herdzik

GBS/SSC/BPO Practicioner

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