A Right Management poll finds 86% of North American employees plan to pursue new career opportunities in 2015.
With expectations for an improving economy, many Canadian workers are thinking of looking for new jobs next year.
Hiring appears to be on the upswing at mid-size Canadian companies.
Employee turnover is a slippery slope. Beyond lost productivity and institutional knowledge walking out the door, there are significant expenses related to interviewing, hiring and training new employees. Turnover also affects the remaining employees, who often have to do additional work and can become overextended, which results in additional costs and lost revenues that are often underestimated.
When it comes to managing their careers and being happy at work, employees place a great deal of emphasis on their personal network and their working relationships.
Canadian employers are not differentiating pay based on individual performance as much as they could and may be underestimating the importance of non-monetary aspects of the employment experience.
While compensation is a focus for employers, they’re also trying to ensure that their employees are aware of opportunities within the organization.
What makes millennials tick, and how can you motivate them?
Offering flexible work hours is the most popular strategy that companies use to hold on to their employees.
With hiring and turnover levels on the rise, employers are now experiencing challenges with both attracting and retaining employees, especially top performers and high-potential employees.