Tuesday AM February 3rd, 2009

Managers have no one to blame but themselves when top performers quit their jobs, according to a Robert Half International survey. Ed Mayberry reports.

image of business poeple conferencing

A third of those executives interviewed say good employees are most likely to resign because of unhappiness with management, according to Tyra Olson with Robert Half’s Houston office.  She says managers should consider the reasons behind the employment change.

“According to our survey, it actually ranks just like this: unhappiness with management ranks right at the top, and then second was limited opportunities for advancement.  Third was lack of recognition and then the inadequate salary and benefits.  And the bottom ones were just bored with their job, which is actually a very small percentage, which is about one per cent.”   

Olson says it could be because in times of economic uncertainty, professionals look to strong management.  She says employers should watch for warning signs.

“A noticeable change in their attitude, you know, when you have someone who formerly was an enthusiastic staff member and all of a sudden you find that they’re withdrawn and indifferent.  Another red flag could be longer lunch breaks and frequent absences — you know, taking that time for job interviews, or they could be bored with the work.  Missed deadlines, increased errors.  If an employee shows up for work wearing suits, even though your company’s business casual dress, it could mean job interviews.  And then, overall drop in productivity — a decline in performance.”

Robert Half also recently issued survey findings that show employers’ greatest staffing concern is employee retention.  Olson says in a time with reduced staff levels, managers need to be attentive to the needs of their teams. 

Ed Mayberry, KUHF Houston Public Radio News.


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