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Employers, employees at odds over why workers leave

By | November 16, 2006, 10:20am PST

Summary: According to ZDNet's IT Facts blog (by the way, a great place to get your daily dose of data): "71% of top performers listed pay among the top three reasons they would consider leaving their employer. Only 45% of employers cited pay as a top-three reason workers leave. Instead, employers thought promotion and career-development [...]

According to ZDNet's IT Facts blog (by the way, a great place to get your daily dose of data): "71% of top performers listed pay among the top three reasons they would consider leaving their employer. Only 45% of employers cited pay as a top-three reason workers leave. Instead, employers thought promotion and career-development opportunities were more important. Another oft-blamed culprit, relationship with a supervisor, was cited by 31% of employers but 8% of top performers."

The post pulls from an article on The WSJ Career Journal covering the survey results of multiple studies. The article states, "The results suggest employers don't fully understand the needs of their top employees, frustrating companies' efforts to battle turnover as the labor market improves." So while many employers think workers are leaving because of greener pastures or interpersonal conflict, the real reason is money, particularly as employers make cutbacks to health-care and pension plans. Cash is king once again.

The only way for employers to deal with turnover and retention is head on. They should reevaluate compensation policies and offer bigger raises to top performer before they are poached by competitors!

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Of course key staff leave over money
ross00@... 28th Nov 2006
As a previous high flyer as a junior salesman in the UK Automotive distribution industry, I can attest through personal experience.

I negotiated a good, but mostly commission, rate of reward before joining a major UK player. Eighteen months down the line, with a couple of hundred new accounts under my belt, this rate was cut - and a share in the manufacturer's volume bonus disappeared from my pay packet altogether.
I later learnt that the CEO had learnt of my success, decided that I was too useful in daily client acquisition to promote, and that I earned too much! Hence the pay cut and no kick upstairs to further my career.
Hell, yes! I resigned - only to end up in another company with similar thoughts on personnel retention.
If you think it's bad in the US, stay well away from the UK!
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Until Employers Change Their Views
ExEm2SS 24th Nov 2006
It's not only about money, but how employers view their employees. It's hard to be loyal when your CEO's view is that "Everyone is replaceable"
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Cash is King?? Well, duh!.....
shawkins 27th Nov 2006
Of course cash is king. This has never been more true than it is today. It used to be that some employees did not mind working for a few grand less than they could make at another facility because they had some level of job security. That was back when quite a few employers cared (somewhat) about their employees.

With a few exceptions, job security is now all but an ancient memory. CEO's think employees are just part of the PP&E (Property, Plant and Equipment) and don't think twice about axing people if they think it will make more money for the company. Most employees know this.

Employers are motivated only by money (period). That they would think employees are not highly motivated by money is either stupidity or denial.
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Of course key staff leave over money
ross00@... 28th Nov 2006
As a previous high flyer as a junior salesman in the UK Automotive distribution industry, I can attest through personal experience.

I negotiated a good, but mostly commission, rate of reward before joining a major UK player. Eighteen months down the line, with a couple of hundred new accounts under my belt, this rate was cut - and a share in the manufacturer's volume bonus disappeared from my pay packet altogether.
I later learnt that the CEO had learnt of my success, decided that I was too useful in daily client acquisition to promote, and that I earned too much! Hence the pay cut and no kick upstairs to further my career.
Hell, yes! I resigned - only to end up in another company with similar thoughts on personnel retention.
If you think it's bad in the US, stay well away from the UK!

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