Resource Center - 2005 Salary Guide

Most companies are concerned about the problem of staff turnover. And with good reason. Turnover is costly and disruptive. And when things are out of control the resulting drain on resources can cripple a firms ability to be competitive.

More than half of workers polled in a recent American workforce study would like to leave their jobs for new opportunities, despite a suffering employment market and ongoing national economic woes.

The Emerging Workforce(R) Study conducted by Harris Interactive reveals a surprisingly confident workforce poised to seek new jobs as soon as opportunities arise. As a result, organizations could be saddled with turnover costs estimated at $50,000 per departing employee or as much as $590 billion in a two-year period.

According to the national Emerging Workforce Study of working adults:

- 52 percent of survey respondents indicated a desire to change jobs, with 46 percent indicating a desire to do so within the next six months and 75 percent within the next 12 months.

- 54 percent of survey respondents indicated growing confidence in their ability to earn a stable income outside the conventional work structure.

- 86 percent of workers cite work fulfillment and work/life balance as their number one career priority; conversely, only 35 percent of workers said being successful at work and moving up the ladder were their top priorities.

As we continue our economic recovery, and employees reassess their employment options, you may want to reconsider various options to help retain your most valued asset. We hope this guide will help.

Request your copy by either calling or emailing SmartTalent^TM at info@smarttalent.net.