Analyst house, Gartner Inc., recently found that employee performance and effort are now at the lowest levels seen since 2010. This is according to CEB, now Gartner. In Q1 2017, 19.7 percent of U.S. employees said that they have a willingness to go above and beyond their job expectations, which is down significantly from the 24 percent of employees who indicated that level of job effort in Q3 2017.
This research has been done in an attempt to develop the recent Global Talent Monitor report that signifies the drop in workforce efforts. Results are based on a combination of factors, including: U.S. employees’ impressions that there are few opportunities to grow within their current positions, a widening wage gap between company executives and the average worker, absence of notable raises and bonuses, and the lack of rewards from the work employees have already invested into the organization.
The Global Talent Monitor data is drawn from the larger Gartner Global Labor Market Survey which is made up of more than 22,000 employees in 40 countries. The survey is conducted quarterly and is reflective of market conditions during the quarter preceding publication.
“As U.S. companies scale and evolve, recruiters at these organizations are experiencing major challenges in attracting new talent. Workers are remaining passive in their job searches, which makes it harder to pull people away from their existing companies,” said Brian Kropp, HR practice leader at Gartner. “Employees are not willing to go through the pain of changing positions unless there’s a key reason to do so, such as a meaningful compensation increase. This lack of active job searching means that U.S. companies need to be willing to invest even more in new and existing talent if they want to continue their growth and avoid major skills gaps within their organizations.”
Compensation remains the top contributing factors of attraction for U.S. employees, work-life balance is in the number two spot and is valued more than health benefits, believe it or not. According to Gartner, U.S. employees expressed the significance of having the space and time to live their lives while not abandoning their willingness to do their jobs.
“We’ve seen an upward multi-year movement in the importance of work-life balance; even just a few years ago, it would have ranked much lower on the list as other job qualities ranked higher in value,” said Kropp. “U.S. employees are not seeing many rewards associated with their workplace efforts, including sluggish wage growth and fewer career advancement opportunities, so to make themselves happier, they are placing more emphasis and attention on fulfilling personal needs and desires outside of work.”
In an attempt to combat these low numbers, Gartner suggest that U.S. employers should dedicate time to creating an employment value proposition (EVP) that encompasses key workplace principals found valuable to U.S. employees.
“Wage increases beyond current legal mandates are probably the best place for organizations to start when crafting their EVP, because until employees see notable changes in their paychecks, it’s going to be even harder to attract new talent and increase current employee effort,” Kropp stated. “A company’s EVP reflects its core attributes to the labor market and its employees. Organizations need to show that there are returns associated from all of the efforts given by their workforce, whether it’s career development and progression, benefits to be gained, or camaraderie across the company at all levels.”
See Gartner’s full press release here.
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