the global average (70 per cent), and while only one in five (20 per
cent) are actively looking for new employment opportunities, an
additional 43 per cent would be open to a new job.
However, this lack of loyalty isn’t for lack of effort. The majority
of Canadian employees (75 per cent) understand how they con-tribute
to the success of their company, and nearly as many want
to play an important role in their company. But while eager, they
feel undervalued. Only half said the work that they do is purpose-ful
or valued – a substantial disconnect from employers, who were
more optimistic that employees feel purposeful and valued within
the organization.
“It’s clear there’s a substantial disconnect between the employee
experience and expectations, and the employer’s perception. A
disconnect poses a risk for employers in losing talent and leads
employees to look for other job opportunities,” said Virginia
Brailey, vice president of marketing and strategy at ADP Canada.
“Canadian employees are looking for meaning and purpose in
their work but they feel the core elements of talent management
are out of their control. Organizations that invest in humanizing
talent attraction, management and retention stand to benefit from
a more engaged, motivated and loyal workforce.”
SALARY ASIDE, VACATION AND CAREER
ADVANCEMENT MEAN THE MOST TO CANADIAN
WORKERS WEIGHING JOB OFFERS
Beyond the paycheque, what factors are critical for candidates
when considering job offers? According to a new survey from
staffing firm Accountemps, more than one-quarter of Canadian
workers cited vacation time as most important. Career advance-ment
potential (25 per cent) and corporate culture (22 per cent)
came in close behind.
“Candidates today consider more than money when evaluat-ing
potential employers,” said David King, Canadian president of
Accountemps. “To remain competitive, hiring managers need to
highlight what they offer beyond salary. Promoting flexible com-pensation
packages that provide the benefits and professional
resources employees value most will help to cultivate a more
attractive corporate culture and engaging work environment.”
King encourages job seekers to be realistic and recognize that
companies may not be able to meet all of their requests.
“Prepare a list of must-haves and identify where you are willing
to compromise to pave the way for a positive and productive con-versation,”
he said. n
news
IT’S CLEAR THERE’S
A SUBSTANTIAL
DISCONNECT
BETWEEN THE
EMPLOYEE
EXPERIENCE AND
EXPECTATIONS,
AND THE
EMPLOYER’S
PERCEPTION.
– VIRGINIA BRAILEY, ADP CANADA
12 ❚ MARCH 2018 ❚ HR PROFESSIONAL
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