Gartner: Employees Happy to Work Harder, Stay Longer

Employees’ willingness to go above and beyond at work, and their intent to stay with their employer, both increased across all geographies at the end of 2018, breaking a five-quarter downtrend, according to 4Q18 data from Gartner’s Global Talent Monitor (GTM).

The engaged workforce — those reporting both high discretionary effort and high intent to stay — rose to 8.0 percent from 7.5 percent.

With an uptick in the number of employees planning to stay in current roles, and increasing their discretionary effort at work, employers should consider how best to engage and retain their current workforce. One critical aspect of this is implementing a robust employee value proposition (EVP) that focuses on those key attributes that matter most to employees – career development opportunities, competitive wages and benefits packages, and work-life balance.

Also notable in 4Q18:

  • Employees’ perception of job opportunity and their confidence in the business environment both decreased
  • Globally, 27.2 percent of the workforce is actively seeking new jobs, a 2.1 percent decrease from 3Q18
  • The top three drivers of attrition for employees globally remained the same for the fourteenth straight quarter – career development opportunities, compensation and people management
  • The top three drivers of attraction remained compensation, work-life balance and stability in the workplace

About Gartner’s Global Talent Monitor

The monitor is a quarterly survey that captures how employees and job seekers around the world feel about the economy, their personal prospects and what motivates them, or does not when it comes to work. The data is drawn from the larger Gartner Global Labor Market Survey that is based on responses from more than 22,000 individuals in 40 countries, and offers insights into key metrics that can be used to understand labor market trends and inform recruitment and retention strategies.

  • Discretionary effort refers to employees’ willingness to go above and beyond the call of duty, such as helping others with heavy workloads, volunteering for additional duties and looking for ways to perform the job more efficiently.
  • Intent to stay refers to employees’ desire to stay with the organization based on whether they intend to look for a new job within a year, frequently think of quitting, have actively been looking for a new job, or have taken steps such as placing phone calls and sending out résumés.

Brian Kropp, group vice president for human resources at Gartner, authored this article, which can also be found here

The views and opinions expressed in this article are those of the author and do not necessarily reflect those of HR&DigitalTrends.