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Companies looking to hang on to good workers would be well-served by updating and expanding their employee-development programs and other processes.
According to Mercer?s 2016 Global Talent Trends Study, nine out of 10 organizations anticipate that the competition for talent will increase in 2016, and more than one-third expect this increase to be significant. However, though 70% of organizations say they are confident about filling critical roles with internal candidates, 28% of employees say they plan to leave in the next 12 months, even though they are satisfied with their current role. A lack of development, outdated processes and discontent with the role of managers are the three main drivers of worker dissatisfaction, the study found.
?Millennials want experiences and a definite career path, but ?soft? learning and development programs dropped during the 2008 recession have not been fully rebuilt,? says Ilene Siscovick, a partner and North American solutions leader for Mercer?s talent business.
?Employees are demanding a new value proposition that combines greater career support with flexibility to manage their work and gain additional skills,? adds Kate Bravery, a partner and global solutions leader for Mercer?s talent business. ?HR professionals are challenged to meet employee demands and achieve a talent...