Citing over dissatisfaction with their job, chances to be promoted, and work-life balance, this is the largest expected turnover since the recession, post 2008. Last year, just 17 percent of full-time employees planed to change jobs.
According to the CareerBuilder, among those who were unhappy with their job, 58 percent plan to leave in 2014, citing concerns over salary and feeling unvalued.
“Rosemary Haefner, vice president of human resources at CareerBuilder, said offering frequent recognition, merit bonuses, training programs and clearly defined career paths are important ways to show workers what they mean to the company,” writes Chad Brooks, a BusinessNewsDaily contributor.
In fact, of the 79 percent of employees who do not plan to leave their jobs in 2014, many cite work-life balance satisfaction—also a contributor to job unhappiness—as the source.
So if positive work-life balance leads employees to stay with their firm, and negative work-life balance motivates employees to leave it, isn’t it time your law firm reevaluate its policies and perks?
Many companies, including law firms, have accepted the advantages (and disadvantages) of offering Flex scheduling.
This may mean working one day per week, or every two weeks, remotely.
“I work a four-day week which is incredibly valuable, and I’ve been really encouraged to see that some of my male colleagues have switched to working flexibly so that they can meet the demands of a young family,” says Lauma Skruzmane about her city law job to The Telegraph.
“For me, this also underlines the fact that balancing work and family is not to be branded a ‘women’s’ issue, but it is a challenge that all parents, or other careers, face.”
But parents aren’t the only demographic looking for flexible hours.
Working from home can be a relief for anyone. Perhaps your law office is experiencing temporary negativity in its corporate culture. Maybe the office has become of hub for gossip or distraction.
Whatever the reason, traditional workspaces may not be the most productive environment for all your associates. Allow them to take advantage of new media and technology, which often means anybody can be digitally anywhere at any time.
A healthy work-life balance also means adequate exercise.
Sign your firm up with a local gym. Give your employees incentive to work out at lunch or after dinner. Exercise will help improve efficiency and productivity among your staff by relaxing the brain and increase endorphins in the body.
Finally, lead by example. Take coffee breaks. Make time for face-to-face visits with your employees. And, don’t miss your child’s first student bake-sale because you felt obligated to stay an extra hour at the office.
Let you employees take five every once in awhile or risk taking their two-weeks notice.
While for many companies’ increases remain conservative for the coming year, employers still need to keep their organizations competitive. The strategy going forward is to wring every last drop of positivity out of the raises for their people, and turn to alternate methods, like enhanced reward programs, to increase engagement, boost productivity, and improve overall work-life balance.
If you’re an HR or compensation professional, the salary information in this comprehensive webinar will provide you with the tools you need to prepare your budgets for 2014 and keep pay competitive.
Our compensation experts will also provide you with an in-depth look at 2013 compensation spending and anticipated 2014 compensation trends, projections, challenges, and alternatives, including:
- Trends and statistics: Base pay data for a variety of industries, regions and employee groups
- Competitive intelligence: Insight into how other companies make pay decisions and best practices
- Future state: Outline of what companies are planning for 2014 and beyond
Take the course here today!