This new 37-page issue of Gartner’s Business Quarterly is devoted to helping firms get work done while short-staffed, recruit faster and better, protect institutional knowledge and stave off competitors from poaching talent. It includes twelve short and digestible articles, such as “A Framework for Assessing Attrition Risk: Who Wants to Pack Up, and Why?” and “4 Hard Questions to Ask About …
This article explains why a segment of workers had voluntarily left their organizations and accepted job offers from other firms during the pandemic. As shown in Exhibit 1, uncaring leaders, unsustainable expectations of work performance, and lack of career advancement are among the top three factors that influenced this small surveyed population to leave their organizations …
Organizations continue to express concern about employee retention risk. However, firms’ tactics to mitigate these risks are discussed less often and sometimes limited to obvious retention approaches. But with many firms getting ready to deliver employee performance evaluations, the performance review discussion presents an untapped opportunity for influencing employee retention. To explain how performance reviews play into …
I began to track return to office dates and vaccine mandate decisions in August 2021 to help those in my network understand how 150+ firms were handling these decisions. However, as organizations repeatedly changed their return dates over a 10-week period (a few changed their dates 5x), I stopped tracking this information on October 21, …
This article explores the top reasons workers have left their firms during the past several months. Relative to compensation—which ranks 16th among all topics that predict employee turnover—the top five are: 1) Toxic corporate culture (10.4x more likely to contribute to attrition than compensation), 2) Job insecurity and reorganization (3.5x), 3) High levels of innovation (3.2x), 4) Failure to recognize employee performance (2.9x), and 5) …
The term “Great Resignation” yields about 2,880,000 results in a Google search, at the time of this writing. And just like any other term or phrase that becomes popular, it’s challenging to separate fact from fiction when evaluating data and information that are presented on that topic. This article provides a few data points to …
There continues to be an influx of reports and articles about the Great Resignation — an ongoing trend of workers leaving their jobs for new opportunities. At the time of this writing, if you conduct a Google search on the phrase Great Resignation 2021, you will yield a staggering 264 million results. And while the great resignation is …
Many organizations are investing time in understanding the reasons employees are leaving / or considering leaving their company. And in this new article by Ian Cook, various insights are provided on how firms can take a more data-driven approach to retention. The insights are based on an analysis of over 9 million employee records at …
Membership Site? Learn More At a time where many workers continue to contemplate and decide to leave their jobs, this article argues that to address the issue, employers need to take the time to understand why their employees are leaving. Without this understanding, organizations risk implementing solutions based on faulty assumptions. For example, Exhibit 5 shows the …
Internal mobility is a vital component of a firm’s talent strategy. And one way organizations are enabling this strategy is through their internal talent marketplace (ITM). An ITM often uses a technology platform to make it easier for current employees to learn about and apply for new internal opportunities–such as jobs and projects. As firms …
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