In 2015 there was many reports of severe skills shortages across most sectors. The Financial Services sector is no different. According to Halogen Software, a fifth of all employees are currently looking for a new job with a different organisation. Of those employees, just over half have actually applied for a new job in the last six months with the top reason, to increase their job satisfaction, followed by achieving better pay/benefits elsewhere.
The global workforce is changing and as a result, we need to be more intelligent with how we resource it. Employees clearly feel most productive when they are enabled to use their initiative, are given goals and development opportunities that best align to their skills, and when they have a trusting relationship with their managers.
The latest survey results show a strong need for organisations to develop leaders and managers to empower their staff, and provide jobs and goals that enable autonomy. Career development, growth and stimulation are keys to creating a culture of trust, while increasing job satisfaction and retention.
HR methods and processes play a critical role in giving line managers such guidance to help their employees succeed. Through the motivation and development of internal employees, and with succession planning for the future, the resourcing process can become more than “a last minute grab for talent” in a very competitive market. CleverHR can support your managers in developing such a culture and ensure them with the confidence to coach and drive a motivated workplace.
In 2015 there was many reports of severe skills shortages across most sectors. The Financial Services sector is no different. According to Halogen Software, a fifth of all employees are currently looking for a new job with a different organisation. Of those employees, just over half have actually applied for a new job in the last six months with the top reason, to increase their job satisfaction, followed by achieving better pay/benefits elsewhere.
The global workforce is changing and as a result, we need to be more intelligent with how we resource it. Employees clearly feel most productive when they are enabled to use their initiative, are given goals and development opportunities that best align to their skills, and when they have a trusting relationship with their managers.
The latest survey results show a strong need for organisations to develop leaders and managers to empower their staff, and provide jobs and goals that enable autonomy. Career development, growth and stimulation are keys to creating a culture of trust, while increasing job satisfaction and retention.
HR methods and processes play a critical role in giving line managers such guidance to help their employees succeed. Through the motivation and development of internal employees, and with succession planning for the future, the resourcing process can become more than “a last minute grab for talent” in a very competitive market. CleverHR can support your managers in developing such a culture and ensure them with the confidence to coach and drive a motivated workplace.