High employee turnover worries Swiss companies
The current labor market study by personnel service provider Robert Half confirms high employee turnover in companies. The study cites a lack of work-life balance and too low a salary as the most important reasons for changing jobs.
The shortage of skilled workers on the labor market has led to an applicant market in many industries. As a result, the choices available to many employees have increased significantly. However, this also leads to a high willingness to change among Swiss employees: More than one-third of companies (34 %) report that voluntary employee turnover has increased over the past three years. This is shown by the current labor market study of the personnel service provider Robert Half.
Remaining attractive for employees
Accordingly, more than a third of respondents (34 %) see the biggest challenge for talent management as keeping the existing team motivated and engaged. "Attracting new employees, shortening the recruiting process and improving communication - these remain at the top of the agenda. However, measures to retain employees are also becoming increasingly important for the success of the company," comments Zerrin Azeri, Associate Director at Robert Half in Zurich. "Companies therefore need to respond quickly to remain attractive to existing employees."
Align changes with most common reasons for change
Employee turnover is a cross-industry problem. The reasons for employee resignations, on the other hand, differ depending on the size of the company. While in large companies too low a salary (44 %) is the most frequently cited reason, in small companies it is a lack of freedom (38 %) that causes employees to look for a new employer. In medium-sized companies, there are no less than three top reasons why employees leave the company: poor work-life balance, lack of career development and lack of recognition for performance (32 % each).
"For measures to be effective, companies should analyze exactly why employees leave. For large companies, a critical look at salary packages is recommended. If budgets don't allow for bigger pay jumps, perhaps alternative offers will incentivize employees," Azeri explains. "Small and midsize companies, on the other hand, should think about how to give their employees greater freedom or develop career paths."
Source: www.roberthalf.ch
