Are your employees contemplating jumping ship?

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A new survey has scary news for employers wanting to retain current staff: Most Kiwis are keen to change jobs in the New Year. And many New Zealand employees are feeling less secure in their roles than last year, according to the study commissioned by Randstad, World of Work Report.

Just over 60% of New Zealand employees are planning on finding a new job in 2013 with 27% feeling less secure in their current position than a year ago. The latter statistic registers a generational gap. – only  21% of Generation Y workers feel less secure this year, while 40% of mature workers do.

The report also revealed some of the reasons why people are contemplating changing jobs:


  • An inability to grow professionally (40% listed this as a ‘major influencing factor’)
  • Uncompetitive salary (16%)
  • Being poorly matched to the job (8%)
  • Poor relationship with direct manager (8%)
  • Broken recruitment promises


“The research highlights the younger Generation Y through to baby boomers are all keen to progress their careers in the New Year,” said Robinson, director of Randstad. This means that next year is shaping up to be a competitive one on the job market, according to Robsinson.

Owen J Sullivan, CEO at Right Management, whose company conducted a similar survey in North America, said that there was persistent job dissatisfaction. “Ongoing economic uncertainty and volatility around job growth and job security have warranted the exploration of new positions…the level of discontent we’re now finding have to be without precedent,” he said.

However, he also pointed out that the figures probably reflect the modern phenomenon of the ‘continuous job hunt.’ “With so many job boards and constant social networking workers appear to have convinced themselves that they’re truly job hunting when all they’re doing is cruising the Internet,” he said. But browsing jobs sites is little more than glorified ‘window shopping,’ and a genuine job search requires a much more concerted effort.

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