Unfilled positions put a strain on employee morale
Due to the positive economic development in Switzerland, the number of vacant positions has risen sharply in recent years. In April 2018 alone, 14,431 vacant positions were reported, 16.9 % more than in January with 12,341, according to the statistics portal statista.com. This not only hurts companies' sales, but also their employees. They have to take on the additional work that arises and this has consequences in the long run.
If positions remain unfilled for a longer period of time, the strain on other employees increases. First and foremost, employee morale suffers (25 %). In addition, a limitation of business growth (23 %) and productivity losses (20 %) are among the strongest consequences of long-term unfilled jobs. This was reported by 200 Swiss HR managers surveyed as part of the latest labor market study by personnel services provider Robert Half. "On the one hand, companies are having difficulty filling open positions quickly due to the shortage of skilled workers. In the meantime, tasks are being distributed among existing employees," says Sven Hennige, Senior Managing Director at Robert Half.
Worst case: dismissals of overworked employees
"Redistributing work may allow operations to continue seamlessly for a period of time, but managers often underestimate the strain it places on employees. Just a few weeks of extra work can result in frustration and overwhelm. In the worst-case scenario, there are resignations if the work-life balance becomes too imbalanced," explains Hennige. How the study "Secrets of the Happiest Companies and Employees" by Robert Half in 2017, a poor work-life balance is one of the strongest drivers when an employee decides to quit. Only a lack of team cohesion, the feeling of having to pretend at work, and a lack of pride in one's own work have a more negative effect.
Declining morale
The following table shows the consequences that longer unfilled positions can have on the working atmosphere and the economic situation of a company:
| Robert Half surveyed 200 HR managers: What is the strongest consequence of unfilled positions for your company? | |
| Low morale | 25 % |
| Limited business growth | 23 % |
| Productivity loss | 20 % |
| Inability to develop new business/revenue potentials | 13 % |
| Higher workload/poor work-life balance for existing employees | 9 % |
| Higher employee turnover | 7 % |
| Missing project milestones | 1 % |
Source: Robert Half, Labor Market Study 2017, Respondents: 200 HR managers in Switzerland
Avoid permanent stress
To prevent a position from remaining unfilled in the long term, HR managers should analyze the so-called time-to-hire, i.e. the duration from the advertisement to the filling of a position. If the recruiting process regularly takes longer than planned, there is a need for action.
The reasons for a long time-to-hire are manifold: cumbersome recruiting processes, a lack of willingness to make decisions in the companies or too high demands on the candidates can be responsible. Sven Hennige recommends: "A significant change or shortening of the recruiting process can usually not be realized so quickly. Managers should involve the team, openly address the personnel bottleneck and try to find consensual solutions. Temporary employees can also help bridge the time until the open position is filled again."
Source: Robert Half
