Tuesday, September 25, 2007
High-Risk Employees Outnumber "Truly Loyal" Employees
The number of U.S. workers who aren't committed to their organization and who are likely to leave within two years-dubbed "high-risk" employees-is at an all-time high and is outpacing the number of "truly loyal" employees, according to a national report. The "Walker Loyalty Report for the Workplace," published September 3, 2007, is a study of employee loyalty at organizations with at least 50 workers. It identifies four types of workers-truly loyal, accessible, trapped and high-risk. Over 3000 employees were included in the study. The key problem is that "the number of employees causing a negative drain on the organization outweighs those who are working to positively support it," says Chris Woolard, senior consultant for Walker Informatio.. Comparing behavior of "truly loyal" to "high-risk" employees, the study found that:
* 51% of truly loyal workers vs. 38% of high-risk workers would go above and beyond their job expectations.
* 49% of truly loyal workers vs. 31% of high-risk workers would recommend their organization as a good place to work.
* 49% of truly loyal workers vs. 40% of high-risk workers care about making the company successful.
* 49% of truly loyal workers vs. 43% of high-risk workers help others with heavy workloads.
* 43% of truly loyal workers vs. 26% of high-risk workers see themselves working for their organization in two years.
* 33% of truly loyal workers vs. 32% of high-risk workers try to execute the company's strategy in their daily work.
* 30% of both groups would limit their job search.
* 19% of truly loyal workers vs. 6% of high-risk workers would resist outside job offers.
Source: http://tinyurl.com?2myee9
* 51% of truly loyal workers vs. 38% of high-risk workers would go above and beyond their job expectations.
* 49% of truly loyal workers vs. 31% of high-risk workers would recommend their organization as a good place to work.
* 49% of truly loyal workers vs. 40% of high-risk workers care about making the company successful.
* 49% of truly loyal workers vs. 43% of high-risk workers help others with heavy workloads.
* 43% of truly loyal workers vs. 26% of high-risk workers see themselves working for their organization in two years.
* 33% of truly loyal workers vs. 32% of high-risk workers try to execute the company's strategy in their daily work.
* 30% of both groups would limit their job search.
* 19% of truly loyal workers vs. 6% of high-risk workers would resist outside job offers.
Source: http://tinyurl.com?2myee9
Comments:
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Loyalty is a two way street. Too many employers now regard employees as a cost and liability rather than an asset that can produce revenue for the company. How many times do you see the top executives and managers take large pay cuts before they decide to "downsize" workers? How often are workers asked to work more hours with no coresponding increase in their compensation or any other rewards? What ever happened to the company pensions that very often encouraged employees to stay at one company?
Company loyalty went out with leaded gasoline. I once heard a manager say if you wanted loyalty, get a puppy dog. When companies become more loyal to their employees and see them as revenue producing assets rather than a drain on revenue, perhaps employees will become more loyal to the company. When top executives decide to reduce their pay and benefits before laying off employees, maybe employees will become more loyal to the company.
Company loyalty went out with leaded gasoline. I once heard a manager say if you wanted loyalty, get a puppy dog. When companies become more loyal to their employees and see them as revenue producing assets rather than a drain on revenue, perhaps employees will become more loyal to the company. When top executives decide to reduce their pay and benefits before laying off employees, maybe employees will become more loyal to the company.
Hi A:
I agree with you. But there are pockets of caring enterprises in the business world. I find that small businesses, (I founded mine one in 1973)tend to provide more of a peersonal touch to both employees and customers.
I believe that those who put human considerations first will always come out # 1.
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I agree with you. But there are pockets of caring enterprises in the business world. I find that small businesses, (I founded mine one in 1973)tend to provide more of a peersonal touch to both employees and customers.
I believe that those who put human considerations first will always come out # 1.
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