This Week's Herman Trend Alert

Empathy---Critical
in Normal 2.0

 

  The Herman Trend Alert

March 18, 1998:

Five Principal Reasons People Change Jobs

  1. It doesn’t feel good around here. This is a corporate culture issue in most cases. Workers are also concerned with the company’s reputation; the physical conditions of comfort, convenience, and safety, and the clarity of mission.

  2. They wouldn’t miss me if I were gone. Even though leaders do value employees, they don’t tell them often enough. If people don’t feel important, they’re not motivated to stay. No one wants to be a commodity, easily replaced by someone off the street. If they’re no more valued than being thought of as expendable, they’ll leave for a position where they’re appreciated.

  3. I don’t get the support I need to get my job done. Contrary to opinions heard all-too-often from management, people really do want to do a good job. When they’re frustrated by too many rules, by red tape, or by incompetent supervisors or co-workers, they’re looking for other opportunities.

  4. There’s no opportunity for advancement. No, we’re not talking about promotions, although a number of deserving people would like to move up. The issue here is learning. People want to learn, to sharpen their skills and pick-up new ones. They want to improve their capacity to perform a wide variety of jobs. Call it career security. The desire here is for training and development. If workers can’t find the growth opportunities with one company, they’ll go to another employer where they can learn.

  5. Compensation is the last reason people most leave. That’s a brash statement, but it’s true. Workers want fair compensation, but the first four aspects have to be present. If they’re not strong, but money’s high, you’ll hear people say "you can’t pay me enough to stay here." Even with these values in place, there are a lot of employees who feel they can better themselves just by chasing more income.

© Copyright 1998- by The Herman Group, Inc. -- reproduction for publication is encouraged, with the following attribution: From "The Herman Trend Alert," by Joyce Gioia, Strategic Business Futurist. 336-210-3548 or https://hermangroup.com. To sign up, visit https://HermanTrendAlert.com. The Herman Trend Alert is a trademark of The Herman Group, Inc."

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