How to Hang on to Job Hoppers

Carlee Nilphai
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Today’s workers can be hard to hold on to - with emerging opportunities due to the rise in technology and new start-ups, job hoppers are on the rise.


A job hopper is someone who jumps from one position to another frequently rather than staying with one company or organization long-term. This is far from the norm of yesteryear when it was common for someone to start a job at a very young age and stay with that company for years, sometimes even until their retirement.


But today, according to the United States Bureau of Labor Statistics, the average American worker stays with their current employer for only about 5 years. This is even lower for workers aged 20-34, where the average is about 2 years.


So, companies now face a new challenge of making it worth-while for employees to stick around for long periods of time. But what is it that makes this new generation of workers stick around? Here are five ways that your company can hang onto job hoppers.


1. Respect employees and show they are valued.

Employers today are expected to treat their staff well, compared to decades ago when workers were expected to work like honeybees and accept that this was the way the working world was. But if your staff doesn’t feel valued or respected, it’s hard for them to want to stay, especially when they have offers on the table from great companies.


2. Employees should continue to feel motivated.

According to Susan Heathfield, a Human Resources expert and management consultant from The Balance Careers, not only does recognition motivate employees, but it also encourages them to work harder and makes them stay with a company for a lot longer. Giving employees incentives as simple as company wide recognition or bonuses and sales commission keeps employees engaged. It also makes them feel good about working for a company that rewards hard work.


3. Offer an adequate work-life balance.

Your staff are not just workers - they are people with lives and families. An article from AllBusiness suggests that burnout directly affects turnover rates. Employees need time to rest, be able to spend time with and take care of loved ones, and have time for side-hobbies and passions to be able to do their best work at their job.


4. Hire good supervisors.

Your boss is not supposed to be your best friend, but it helps you like your job if you at least like them. According to PR Newswire, new DDI research shows that 57 percent of employees leave their job because of their manager, and an additional 32 percent have just seriously considered leaving for this same reason. Having a boss you don’t like is stressful, so take the pulse of your organization by observing how well your company’s supervisors are perceived through your employees. As the old saying goes, people don’t leave companies, they leave managers.


5. Offer opportunities for promotions within your company.

Too often, companies look outside for resumes to fill higher-up positions rather than looking internally first. According to the Harvard Business Review, for years one of the top reasons people leave their job has been because they don’t see opportunities for promotion or growth at their job, so they move on to new jobs where they think they can get more. Before you post job openings externally on career sites, send the opening out to your current employees or review performance reviews to see if you already have someone who would be perfect for the job. This not only lets promoted employees feel appreciated but will also show current staff that they have a future with the organizations.


However, you choose to handle employee turnover, the core of your strategy should be to treat your employees with respect and understanding. As long as your staff feels like the company has their best interest at heart, they are more likely to stick around.



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