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Kiwis off to pastures new?

Posted by denise on 7 November 2012 | 0 Comments

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2012 is nearly at and end with 2013 just around the corner.  For many people the new year heralds the ‘what next’ question for employees.  For many this will mean changed work horizons. 

This trend is suggested in recent research by by Randstad Workmonitor Q3 survey which revealed the following:

- An increase in the Mobility index with more employees expected  to be changing jobs in the next six months.
- Skill shortages are still present or re-emerging in many industries
- Kiwis are actively looking for other roles with 40% of kiwis reporting they feel overqualified for their current job.

What does this mean for employers?

- Finding the right people for the job remains an issue, and will become more difficult as business confidence increase.

- Employers need a renewed focus on retention and development of key staff.

What can you do?

  • Identify your key positions and which of your people  may be a flight risk.  Put in place a succession plan.
  • Talk to your employees, identify their personal and career goals.  Agree a career plan together.  Deliver on it.
  • Be prepared to do things differently to retain your people.  Where increased pay may be off the agenda look for other ways to level the playing field; work/life balance strategies such as flexible working and remote working – focus on outcomes not presenteeism
  • A renewed focus on employee engagement, understanding what your people  want from you and creating a positive workplace culture and environment, where your people know what is expected of them, how they make a difference and feel involved.  This starts at the top with great leadership and management capability that offers clear direction, values performance and nurtures talent.
  • Get out there and be visible in the business.  Have your senior leaders and managers spend time doing the front-line work, at least twice a year.  That way they'll really understand what's going on for their people.
  • Don't buy it if an employee says they are leaving for more pay.  People  generally don't shift for less than a 20% increase.  They stay for the quality of the work experience and their line manager often sits at the heart of this.  Analyse your staff attrition.  If it's coming from the same consistent areas there is a problem either with the line manager or the quality of the work in the business unit.

If your people  are already starting to think about pastures new for 2013 you need to start your planning now.  Don’t put it off.

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