Research Finds Poor Talent Management Significantly Increases Employee Turnover

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<strong>Philadelphia &mdash; April 25</strong><br />A significant number of employees are leaving their employers due to ineffective leadership and a lack of opportunities or challenges within the organization, according to an online survey conducted by Right Management, a provider of integrated human capital consulting services and solutions across the employment life cycle. <br /><br />Thirty percent of 1,308 respondents said they left their jobs to seek new challenges or opportunities that were lacking with their previous employers.<br /><br />In addition, 25 percent of respondents reported leaving employers because of ineffective leadership, 22 percent cited poor relationships with their managers and 21 percent said their contributions were not valued.<br /><br />&ldquo;We&rsquo;ve identified four critical elements to retaining top talent: having a voice in the business, receiving regular and substantive feedback, effective leadership and career development opportunities,&rdquo; said Douglas J. Matthews, president and chief operating officer of Right Management.<br /><br />&ldquo;Turnover is costly and disruptive. Our research found that it costs nearly three times an employee&rsquo;s salary to replace someone, which includes recruitment, training, severance, lost productivity and lost opportunities. The most successful organizations look for innovative ways to keep and engage their talent,&rdquo; said Matthews.<br /><br />&ldquo;Poor management results in lower morale, decreased productivity and employees who are disengaged from their jobs,&rdquo; said Matthews. Only 43 percent of U.S. employees are fully engaged in their jobs, meaning that a majority &mdash; 57 percent &mdash; are not, according to Right Management&rsquo;s research. &ldquo;There is a direct correlation between the level of employee engagement and important business benchmarks such as higher customer retention, lower employee turnover and increased sales and operating results,&rdquo; said Matthews. Organizations with high levels of engaged employees are also better able to retain customers and generate higher sales and operating results.&rdquo;<br /><br />&ldquo;Coaching helps leaders to more effectively communicate and engage employees in the organization&rsquo;s mission and values and contributes to improvements in productivity, quality, customer satisfaction and shareholder value. Effective leaders also recognize the value of each individual&rsquo;s contributions, fostering a deeper level of commitment from employees,&rdquo; said Matthews.<br /><br />Employees want opportunities to make greater contributions by taking on more challenging roles or advancing in their careers. &ldquo;Offering innovative ways for employees to learn new skills and broaden their roles helps to promote a culture of collaboration and creativity. Employees are more likely to remain engaged in their jobs and committed to organizations that make investments in them and in their career development,&rdquo; Matthews said.<br />

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