The cost of losing one of your talented brokers can be a fair whack to your bottom line. But surprise resignations are increasingly common these days, with a more individualistic take on work enthralling the younger generations.
A new white paper by Robert Walters, The Exit Process: How to gain valuable insights to build a better work place
, surveyed hiring managers and professionals across Australia and New Zealand.
The results found 40% of professionals spend three to four years in a role, with many leaving because:
- They no longer felt challenged: 33%
- They have problems with a colleague or company culture: 27%
- They feel they have limited opportunity for growth: 26%
- They feel undervalued: 24%
- The feel underpaid: 22%
Interestingly, these figures conflicted with the reasons employers think staff resign. The primary reasons, ranked by employers, were:
- Limited opportunity for growth: 42%
- Feeling underpaid: 30%
- Being headhunted by another organisation: 22%
And if you think that your star brokers will come to you to address their concerns before looking to jump ship, think again. While just over half of the professionals surveyed stated they would tell their current employer they were unhappy before searching for another role (52%), the results were close – with 48% saying they’d keep quiet.
Conversely, the overwhelming majority (95%) of hiring managers stated they encourage employees to come to them with their problems before beginning a job search.
Indicators your star broker is about to jump ship:
- Often late to work.
- Increased number of sick days.
- More time spent on personal emails, phone calls and websites.
- Negativity towards their work or colleagues.
- Focus on the short-term rather than any long-term plans or solutions.
What are the best ways to prevent a broker from resigning? Share your thoughts below.