- The secret to retaining staff is a good work-life balance (61.8%), a central office location (44.4%) and a culture of respect (34.8%).
- The downsides come with poor career opportunities (40.6%), bad people management (36.4%) and a lack of development opportunity (33.7%).
- Manager quality and senior leadership reputation also play a role on whether people stay or look for another job.
All Australians want from work is a little respect, a good office and enough time to enjoy life.
The latest edition of the Global Talent Monitor report from Gartner show Australians tend to stay at their jobs longer than their global counterparts with 43.1% of employees reporting a high intent to stay compared to the international average of 32.4%.
However, the key factors to keeping staff in Australia are work-life balance (61.8%), followed by office location (44.4%) and respect (34.8%).
The top drivers for leaving an employer include low future career opportunity (40.6%), poor people management (36.4%) and little development opportunity (33.7%).
Manager quality (ranked sixth in attrition drivers) and senior leadership reputation (ranked 10th in attrition drivers) all listed within the top 10 attrition drivers.
Highlights from the latest quarterly 2018 Global Talent Monitor:
In the face of increased competition and overnight changes to products and services, organisations need to ensure they have high performing managers who can develop employee skills and unite talent from within the business to deliver results and improve engagement.
“The manager best positioned to improve performance in the current work environment is the Connector Manager; a skilled team member who links employees to the right people and resources at the right time, to get the job done,” says Aaron McEwan, HR advisory leader for Australia at Gartner.
Gartner data reveals this manager type can improve employee performance by up to 26% and increase employee engagement by up to 40%.
“Connector Managers proactively unite employees to an organisation’s culture, engagement and leadership team, addressing the current concerns that could see valued team members look for employment opportunities elsewhere,” says McEwan.
Global Talent Monitor data is drawn from the Gartner Global Labor Market Survey which is made up of more than 22,000 employees in 40 countries. The survey is conducted quarterly.
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