Survey: Many workers set to jump ship

Dissatisfied and disengaged employees could abandon their current employers once the economy and the job market stabilize, according to an Opinion Research survey and a local human resources expert.

Opinion Research is owned by Omaha-based InfoGroup.

Employers and employees have a “psychological contract,” an unspoken agreement of what they owe one another, said Patti Meglich, an assistant professor of management at the University of Nebraska at Omaha and 20-year human resources professional. But the recession created a breach in that contract, which reduced employee loyalty, she said.

Opinion Research questioned 2,009 workers — 1,005 men and 1,004 women — from across the country in the independent survey.

Meglich said that despite the relatively small sampling, the statistical findings coincide with industry studies conducted by the Society for Human Resource Management.

Approximately 80 percent of the Opinion Research respondents said they felt wronged by their employers because of layoffs, pay cuts and benefit reductions and would seek jobs with different companies when the lagging job market rebounds.

Nearly 25 percent said they planned to leave their current jobs when they could.

Twenty-eight percent of the 188 employees surveyed in the Midwest said they have mapped an exit strategy when economic conditions improve. The number was highest, 32 percent, in the Northeast.

“It’s a different game than it used to be,” Meglich said. “When your grandfather worked for that company for 30 years, he expected the company would do the things they’ve always done, and he would give them his labor.”

These days, companies and employees “date more than they marry,” she said.

Nevertheless, Meglich said employees might be misguided if they believe things will be different with another employer.

“I do think people have a bit of a delusional attitude that their company is the only one reducing benefits or laying people off,” she said. “How realistic is it to leave your job? If you look around, how many companies would you aspire to work for?”

With the unemployment rate of Nebraska and Iowa far below the 10.2 percent national rate, it’s more likely people are clinging for dear life to their current jobs instead of searching for new ones, Meglich said.

Nebraska’s unemployment rate was basically unchanged in October at 4.9 percent. Iowa’s crept up slightly to 6.7 percent.

One recurring problem in today’s work environments is a lack of employee engagement and inclusion, said Lisa Wojtkowiak, an employee research consultant for Opinion Research, which has a partnership with cable TV’s CNN.

That disconnect could result in decreased commitment to a company’s goals and a “less than favorable impression of their company as a potential employer in the marketplace,” Wojtkowiak said.

Meglich said companies could repair the damaged psychological contract by accepting employee ideas before making a critical decision and by giving them more responsibilities to increase their level of engagement.

Also, any benefit cuts or salary reductions should be across-the-board, applied to executives as well as ordinary workers, she said.

Perks such as pay increases, an increase in benefits or promotions would help, too, but they are unlikely during these economic times, Meglich said. For young workers, even those incentives might not be enough, she added.

Employees between the ages of 18 and 34 were found most likely to change jobs, according to the survey. That’s mostly because younger workers have less time invested in one employer, Meglich said.

“If you don’t have that time investment, it’s a lot easier to leave,” Meglich said. “Many (young workers) have seen parents and grandparents go through tough times and have decided ‘I’ll be a free agent and put myself first.’”

Contact the writer:

444-1414, ross.boettcher@owh.com

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