Employer Beware! Worker Disaffection = Possible Worker Defection

In better economic times, the unhappy worker often bolted for the door, hardly waiting for it to slam shut before jetting off in the direction of his or her next job (good riddance: onto bigger responsibilities, more pay, a better work environment, etc.). But given the recent recession that dates back to late 2007, more employees – even if dismal – are grinning and bearing it, fully aware that having a job is better than having no job at all … for every available position, 6 hungry workers-in-waiting are vying for it.

Still, companies might be well-advised to start paying closer attention to their level (not to mention quality) of engagement with their workforce, asking themselves “Just how is morale?” As overall labor conditions begin to stabilize and improve, employees will once again hold more sway, explore more outside employment options (shop for jobs). As one HR consultant put it:

“Employees are clearly expressing their pent-up frustration with how they have been treated through the downturn,” Douglas Matthews, president of Right Management, commented. “While employers may have taken the necessary steps to streamline operations to remain viable, it appears many employees may have felt neglected in the process. The result is a disengaged and disgruntled workforce.”

Sixty percent of employees intend to leave their firms as the economy improves next year, and an additional 27 percent are networking or have updated their résumés, according to a recent survey of 904 workers in North America by advisory firm Right Management, whose President was quoted above.

A recent survey of 500 U.S. employees from consulting firms APCO Worldwide and Gagen MacDonald found that more than 80 percent of respondents say they are extremely loyal to their company and personally motivated to do all they can to help their companies succeed. But less than half of employees say they completely agree with the statements “My company is loyal to me” and “My company values its employees.”

Far from sitting on their hands, some employers – aware of a looming defection problem (employees en masse itching to leave for greener pastures) – plan to reverse cost-cutting moves (such as unfreezing salaries and bonuses). These companies are likely to pursue a softer approach with workers (tied to increased transparency, improved education and training opportunities) to renew and reinvigorate the shared bond between employer and employee.