Stuart Parkin’s Post

If you're looking for a new job, what, specifically are you looking for? This is a great article from McKinsey on what employees want vs what employers think employees want. It gives a great perspective on today's workplace where - it's about time - employees are looking for more than a paycheck and employers need to get on board. The article will reveal all, but the quick answer: Employees want "connection." If you're a job seeker, this may encourage you to look for what you want. You're not alone in your choices and you should be researching your target companies for your wish list. "By not understanding what their employees are running from, and what they might gravitate to, company leaders are putting their very businesses at risk... 40% of employees say they are at least somewhat likely to leave their job in the next 3-6 months." (A large percentage will do so without having another job lined up.) https://lnkd.in/gx-CZqwk

https://lnkd.in/eRE4V_SJ As noted in this Wall Street Journal article (July 10, 2024), the current job market is shifting. “When lots of people are quitting, it is easier to move people around or to bring in outside hires to inject fresh energy to teams, executives say. The environment now is different…The challenge for companies, executives say, is how to find ways to create growth opportunities even if that doesn’t mean a substantial pay raise or a title change.” [Moreover], “a job market like this one favors employers. Even so, it is a mistake for companies to ignore workers’ feelings or ambitions, veteran human-resources executives say, because talented employees retain options.” So true. Regardless of the overall market, talented executives, those A-players who truly move the growth and profit needle, always have options. And since, good executive recruiters will forever be in touch with the A-players, the moral of this story is for corporate executives not to take their talent for granted. As noted in the article, the question is how best to “create better pathways, more mobility, more development” for executive career trajectories. Indeed. That said, folks in my profession would not be too hurt if companies continue to take their A-players for granted! Sure makes our job a lot easier!

Anyone else noticing this shift? I've been talking to a ton of folks who've been with their companies for years, crushing it at their jobs, but keep getting shut down when it comes to raise requests. They love their work and colleagues, but growth seems stagnant. This isn't about a lack of effort - they're consistently exceeding expectations, but promotions or salary bumps just aren't materializing. From a recruiter's perspective, this is wild. Here I am, talking to amazing talent who shouldn't be looking elsewhere, but the lack of growth opportunities at their current company is forcing their hand. The message to companies? Your high performers are GOLD! Invest in them with competitive compensation and clear career paths. Don't let loyalty become a reason they walk out the door. #TalentRetention #Compensation #CareerDevelopment

You are likely not getting a big promotion this year. So how about a job swap? Many workers say they are considering that question as they feel stuck in their roles, Chip Cutter writes. With the white-collar labor market cooling and declining turnover leading to fewer internal moves, a sense of malaise and frustration is growing inside big companies. Bosses are noticing. When lots of people are quitting, it is easier to move people around or to bring in outside hires to inject fresh energy to teams, executives say. The environment now is different. The challenge for companies, executives say, is how to find ways to create growth opportunities even if that doesn’t mean a substantial pay raise or a title change. At a range of companies, employers are trying new tactics to spur movement. What have you done when you or one of your employees feels trapped in a role? 🔗 Read the new tactics, and share your thoughts: https://lnkd.in/eV_5xW3C 

Handing in your resignation can be a pivotal moment in your career. But what happens when your current employer counters with an offer to make you stay? Here are some tips to navigate this tricky situation. First, reflect on why you decided to leave in the first place. Was it for better career growth, a more supportive culture, or perhaps a higher salary? A counter-offer might address the financial aspect, but it rarely changes the underlying issues that prompted your decision. According to a recent survey by the Chartered Institute of Personnel and Development (CIPD), 50% of employees who accept counter-offers end up leaving within a year. This statistic highlights the importance of considering long-term satisfaction over short-term gains. Secondly, consider the implications of accepting a counter-offer. It may seem flattering, but it could also signal to your employer that you're not fully committed. This can affect future promotions and opportunities. Additionally, think about how this decision aligns with your career goals. Will staying put help you achieve what you set out to do, or is it merely a temporary fix? Finally, weigh the pros and cons carefully. Discuss with trusted mentors or colleagues to gain different perspectives. Remember, your career is a marathon, not a sprint. Making a decision that aligns with your long-term goals is crucial. What are your thoughts on handling counter-offers? Share your experiences or get in touch via www.marketingmoves.com #CareerAdvice #JobSearch #ProfessionalGrowth

Stop worrying about whether your best employee will leave. Focus on their #development instead. Every day we get new reminders of just how tough the war for talent can be. It isn’t enough to attract the greatest employees — you have to retain them. That’s become a bigger challenge with “job hopping” on the rise. One survey found that 64% of workers, and 75% of those under the age of 34, believe frequently switching jobs will benefit their careers. Most bosses live in fear that their best employees will leave, so it might seem to be a bad idea to #encourage your stars to consider outside offers. But in fact, it sends employees a clear signal that you really care about their learning and development. #Openness allows for an honest conversation between you and each employee about their future career path. If they do decide to leave, they’ll be more likely to recommend you as a great boss, and also more likely to return at some future point.

Handing in your resignation can be a pivotal moment in your career. But what happens when your current employer counters with an offer to make you stay? Here are some tips to navigate this tricky situation. First, reflect on why you decided to leave in the first place. Was it for better career growth, a more supportive culture, or perhaps a higher salary? A counter-offer might address the financial aspect, but it rarely changes the underlying issues that prompted your decision. According to a recent survey by the Chartered Institute of Personnel and Development (CIPD), 50% of employees who accept counter-offers end up leaving within a year. This statistic highlights the importance of considering long-term satisfaction over short-term gains. Secondly, consider the implications of accepting a counter-offer. It may seem flattering, but it could also signal to your employer that you're not fully committed. This can affect future promotions and opportunities. Additionally, think about how this decision aligns with your career goals. Will staying put help you achieve what you set out to do, or is it merely a temporary fix? Finally, weigh the pros and cons carefully. Discuss with trusted mentors or colleagues to gain different perspectives. Remember, your career is a marathon, not a sprint. Making a decision that aligns with your long-term goals is crucial. What are your thoughts on handling counter-offers? Share your experiences or get in touch via www.marketingmoves.com #CareerAdvice #JobSearch #ProfessionalGrowth

Deciding to leave a company is a big step, and there can be various factors that may serve as red flags indicating it's time to consider fleeing or finding a new job. Here are three potential red flags: 1️⃣ Toxic Work Environment: If the company has a toxic work culture characterized by constant conflicts, lack of communication, or hostility, it can significantly impact your well-being and job satisfaction. Financial Instability : 2️⃣ Financial Troubles: frequent layoffs, delayed salary payments, or other signs of financial instability could be reasons to be concerned about the company's long-term viability. 3️⃣ Lack of Career Growth: If you feel that there are no clear paths for career advancement or the company does not invest in employee development, it may signal a lack of long-term growth potential. It's essential to carefully evaluate the situation and consider the overall impact on your well-being, career growth, and values before deciding to leave a company. If you notice these red flags, it may be a good idea to start exploring other job opportunities and make a well-informed decision about your professional future. #CareerCrossroads #JobDecisionDilemma #CareerPathConsiderations #EmploymentEvaluation #ProfessionalReflections #CareerChoiceCriteria #JobAssessmentAlerts #WorkplaceRedFlags #CareerDirectionDecision #JobChangeConsideration

Ever thought about bringing back an old employee? It’s something many companies consider, and it can actually be a good idea. Let’s break it down in simple terms. First off, rehiring someone isn’t as unusual as it might seem. People leave jobs for lots of reasons—new opportunities, personal reasons, or just needing a change. Sometimes, they end up coming back, and that’s when you might think about rehiring them. So, is it okay to bring them back? Generally, yes! Here’s why: 📌They Know the Ropes: Rehired employees are already familiar with your company’s culture and processes. They can get back to work faster, which means less time on training and more time on productivity. 📌Added Experience: They’ve probably picked up new skills and experiences elsewhere that could be really useful for your team. 📌Proven Track Record: If they left on good terms and did a great job before, it makes sense to bring them back. You already know they fit in well and understand what you’re all about. But, there are a few things to think about: 📌Why Did They Leave?: It’s important to understand why they left in the first place. If there were problems before, make sure those issues are resolved or unlikely to come up again. 📌Do They Still Fit?: Check if their skills and experience are still a good match for what you need now. 📌Team Dynamics: Think about how their return might affect the current team. Will everyone get along smoothly? In a nutshell, rehiring ex-employees can be a smart move if done right. Just make sure to consider why they left, how they fit with your current needs, and how their return might impact the team. If everything looks good, bringing them back could be a great decision. What do you think? Have you ever brought someone back to your company, or had a former co-worker return? I’d love to hear your stories! . . #Exemployees #Hiring #Jobs #Corporate #Hiked

At every level of leadership, from team lead to CEO, building a positive company culture should always be top of mind. Happy employees build successful companies. Are you doing your part?