Employers that aren’t giving them access and visibility are missing a chance to build deeper connections and maintain relationships with high-performing workers.
Salma, a Bangalore-based software engineer received a tempting job offer; a 50 percent hike over and above the current salary including some handy perks. Still, after deliberating over it for a couple of days, she refused the offer. Did she fear change or was the reason something else?
It is often said that real growth opportunities lie outside the current organisation and that is how the general perception is shaped when it comes to evaluating career growth and opportunities. When giving increments, current employers generally give a percentage hike over the base CTC in most cases but it is often seen that people who switch jobs get more than the standard internal hike based on multiple factors.
Coming back to Salma's case, it was the current company's work culture that made her stay. Employees who feel valued in the decision making process work with a sense of ownership that cant be described. In her case, it was a sense of belonging that she did not want to let go off.
A report by Global Talent Mobility Study, Lighthouse Research & Advisory and the Cornerstone People Research Lab, found out that 73% of employees indicated an interest in learning about new roles inside their organizations. It means that three out of every four workers want to explore opportunities at their current company.
Emplooyees look to their employer first, which gives us an advantage that we often fail to recognize.
Employers that aren’t giving them access and visibility are missing a chance to build deeper connections and maintain relationships with high performing workers.
"Of all the employees who can quit and find another job, the high-performing ones have the most options while workers who do not have visibility into internal career opportunities are 61% more likely to have plans to quit their job", says Cornerstone's report.