The salary and the conditions of the place where the tasks are done are important for the workers; the organization highlights the opportunities
Three out of ten employees say that he will probably leave his current job in the next two years, according to the results of a global survey on talent management and compensation made by consultant Willis Towers Watson. It is a worrying statistic for companies that try to maintain and retain talent in their organization. On the part of employers, they confirm the difficulty: three out of four respondents said they faced problems in retaining high potential employees (74%) and a significant proportion of them said they had difficulty retaining employees with outstanding performance (62%) or with skills reviews (40%)
The fact is that the study shows that there is a disagreement between what employees value most to stay in a job and what their employers do to keep them satisfied.
The economic retribution and the physical conditions of the workspace are two of the three most mentioned factors by the employees, but they are not in the same order of priorities for the employers. In the classification of the relevant factors for job satisfaction, employees chose a fair salary as the most quoted, both when joining a company and choosing to remain in it.
Employers did not cite the salary among the five drivers of attraction they consider most important. "For employees, the salary argument is usually the least compromised response to give when leaving work and talking with a boss or with the one who does the exit interview," said Mariano Bergman, deputy director of Executive Education at the School of Management. Business of the Torcuato Di Tella University. He said that the three factors that move the needle to retain employees are: professional development, the learning culture or feedback and the relationship with the bosses. "The salary is a short-term tool to maintain employee satisfaction and is not sustainable to retain talent," says Bergman and also points out that if the feedback tool is dismissed, damage is generated in the link between workers and their bosses. .
Likewise, the physical work environment for employees is among the three main reasons why they choose to remain in a company, while for employers that reason is not among the ten main factors of retention. An improvement of the facilities of the company is a good investment for those firms that seek to retain their employees.
The attraction of good human resources is also a challenge: two out of every three employers in Argentina have problems attracting employees with critical skills (72%) and employees with high potential (67%). And more than half, always according to the survey, refers complications to attract those of outstanding performance (58%).
Many companies allocate resources to build an "employer brand" to improve their positioning in the face of future candidates. The study confirms that, for employers, the reputation of the organization is the second reason they consider key for people to join a company. However, for employees, this reason ranks seventh.
On the other hand, professional development is a fundamental issue for employees, although many argue that they do not find opportunity in their current jobs. Almost half (47%) cited it as a key reason to join a company and four out of ten said it is something key to stay in it (39%). However, only a third of them (35%) indicated that their company offers real development opportunities, while four out of ten (43%) said they would have to change employers to advance to a higher level job. Surprisingly, companies fail to recognize this discontent. From the perspective of employers, almost all (95%) believe to be effective in providing opportunities for professional development, while a third (32%) stated that, compared to the previous year, development opportunities Professionals are improving.
Something striking in the results of the region is that one of the reasons why workers choose to leave the company is travel time to work. For Latin American employees, it is the third most selected reason, after the base salary and the opportunity to advance in the career.
Factors of attraction to the firm
What is valued to specify a new employment relationship
What matters most to the employee
The base salary is the most mentioned by the people when explaining why they choose a job, both in the country and globally
The second place in mentions is for job security, both