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Matuson Consulting // A Newsletter On: Creating exceptional workplaces and extraordinary results

Employers Take Stock: Almost 63% of Workers Are Open to Leaving!

You’re about to hear the two words most managers fear—I quit! Yeah, some of you are probably thinking, “Good riddance.” But what if the people who quit are actually the people you value the most?

According to a 2016 survey from the ADP Research Institute released Friday, almost two of every three workers at mid-sized employers are open to leaving for another job. So if you’re still thinking, “No big deal, I’ll just hire someone else to fill these jobs,” you’re in for one big surprise. There aren’t a whole lot of people on the sidelines waiting to be hired.

This theme was reinforced by three other reports this week: Subdued firings kept unemployment claims last week near a four-decade low; job openings reached an eight-month high in March; and in April, the proportion of small firms citing job openings as hard to fill was the highest since 2000.  

I’ve got to tell you, I don’t understand why this is more concerning to me than many of you. I don’t even have any employees! Right now, as you are going about your business, my clients are learning from me how to poach talent. That’s right. I’m teaching them how to quickly identify the talent they need, and boldly go in and snag those workers. Simultaneously, we are in stealth mode, building a force field around their organizations to prevent others from plucking out their superstars.

Here’s what I’m telling my clients to help them during these tumultuous times.

  1. Money does matter. The only people who say money doesn’t matter are the people who have it. Take a look at your wages and make adjustments. Do this before your people come to you with better offers in hand.
  2. Have conversations about career movement. Do this today, even if it’s six month’s before annual review time. Many of those workers, who are open to new opportunities, are unsure as to where they fit into your organization. That’s why they’re open to seeing what others have to offer. Now’s the time to reassure them. You can do this by letting them know you’ve got a plan to help them grow right where they are.
  3. Get some help. Look, whether it’s me or someone else, you need an outside perspective as to why you can’t fill jobs or retain employees. One thing I can promise you is that no one who has ever hired me said, “We’re so glad we waited this long!”

I Beg of You. Shop Your Business.

I just returned from a week on the West coast doing a course for LinkedIn on Creating a Compelling Employer Brand to Attract Talent. While there, I had one of those, “Are you kidding me?” kind of hotel experiences. Here’s what happened.

I booked into a nice boutique hotel, only to find myself assigned to a dark tiny room in severe need of updating. I couldn’t help but notice the note left on the desk mentioning that the hotel was currently being renovated and inviting me to contact the front desk to see a newly renovated rooms. Seriously? You’re darn right I wanted to see one of those rooms. In fact, why the heck wasn’t I given the best room available upon check-in? I called the front desk and was quickly moved.

Here’s the thing. Had I not been assigned to a new room, I would have written one of those reviews on Yelp warning others to stay away. I also would have taken my future business elsewhere.

Your employees should be trained to offer customers the best table, the nicest room, or the best deal possible. Customers shouldn’t have to ask. If you haven’t shopped your business in a while, I suggest you do so. You’ll be able to take preventative measures to ensure your employees are treating your customers as well as you’d like to be treated.

Three Things Every Company Needs to Know About Employer Branding

  1. Every company has an employer brand. Some are compelling, while others are repelling. You’ll know which category you fall into based on the number of candidates lining up outside your door whenever you announce a job opening.
  2. If people can’t easily find the front door to your organization (also known as your career page on your website), they’ll quickly leave and knock on someone else’s door. Ask a friend to apply for a job with your company. How long did it take to find the front door? What? He said he can’t find the door? You’re not alone. Take immediate steps to change this.
  3. Would you hire an expert on employer branding to brand your product? No of course not! Then why would you hire your marketing team to create your employer brand? An expert on employer branding can easily cut your hiring time and expenses in half. What are you waiting for? Make the investment.

Rules of Attraction: Your Monthly Tip on Attracting and Retaining Top Talent

Wouldn’t it be better to find the root cause of excessive employee turnover and fix that rather than continuing to over hire to make up for those who are bolting?

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For more tips on attracting and retaining top talent, download a copy of Talent Magnetism. Call us today at 617-608-3633 if you’d like to discuss applying these concepts to your organization.

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Meet Roberta Matuson

For more than 25 years, Roberta Matuson has helped leaders in Fortune 500 companies, including General Motors, Best Buy, and, The Boston Beer Company, achieve dramatic growth and market leadership through the maximization of talent.

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