Most of my inspiration for these articles comes from issues raised by my own clients. This one was sparked by a client who called me, aghast to discover that one of her employees was looking at other job opportunities.
“We can terminate her for this, right?” My client was certain that this display of disloyalty must be grounds for immediate termination, although she could not find it listed in the employee handbook.
In my parents’ pre-Baby Boomer mindset, yes, of course. Why would we retain an employee who dared look for other opportunities? After all, the average Baby Boomer had one career and three jobs in their lifetime.
Oh wait, that’s me. I really am a dinosaur.
But most of your employees are not turning 67 in a few months. The largest percentage of our workforce is composed of Millennials, with an increasing influx of Gen Z. Most of my fellow boomers have wisely retired by now.
According to various statistics, the average current worker will hold 12 jobs and undergo 3 to 7 career changes during their working lifetime. That statistic is higher for Gen Z and Millennials, who are projected to hold as many as 17 different jobs. I spoke to an employer group about 20 years ago and called Millennials the “swipe-left” generation. Well, move over, Millennials – Gen Z has arrived.
This “younger” generation of workers believes it is not only normal to look for other job opportunities – it’s healthy. In many ways, they believe staying at one organization too long makes them stagnant and will stunt their professional trajectory. I can assure you, we see this trend with lawyers.
And I put “younger” in quotes for a reason. The Millennial generation now extends into the mid-40s. And we see this attitude influence on employees of all ages – even those intrepid Gen X and Boomers still working like me.
From a legal perspective, employees have every right to look for other job opportunities. Very few, if any, of your employees are under contract for any specific term. Nor would you want them to be. Most of your workplaces are as fluid as your employees’ mindsets. You want the option to reorganize and redefine job positions as your business grows and pivots. That is the truth for most employers entering 2027, and certainly with the advent of AI and influence of inflation.
Employee mobility is a reality. But that doesn’t mean that we shouldn’t proactively address high turnover and look for possible provocations driving it. Yes, our employees stay at jobs a lot less these days. But there may be specific reasons triggering this trend at your organization.
When a valued employee leaves, that’s a good time to take stock of what is happening on the ground. Heed the wake-up call. I know – accountability and self-reflection are not fashionable. It’s easier to blame and deflect. But those reactions do nothing to improve our organizational structure.
I want to know why the employee in my opening scenario was looking to leave. Was it money? Was it the commute? Maybe the employee is going back to school. Maybe the employee is looking for a career change.
Those are the obvious reasons given when an employee leaves, and often, they are the easiest for us to hear. But the truth may be more nuanced. Employees will often stay at a job, where they are making the same or even less money, if they are happy. And herein lies the biggest reason employees leave the job – they THINK they will be happier elsewhere.
Enter the influence of ChatGPT and TikTok. Employees are constantly being told that the grass is greener somewhere new. They see their friends looking happy. Or they go on tempting websites promising a better lifestyle or encouraging them to “challenge themselves” with a new job. And maybe a competitor is making these promises, enticing current employees to jump ship.
So how do we retain quality workers in (almost) 2027?
Talk to your employees. Talk to your employees who are leaving if you can. And talk to the employees who are still there. There are several ways to do this. Obviously, you can employ anonymous surveys and communication tools. But it’s also helpful to just TALK. Take a valued employee to lunch. Or just a cup of coffee. I had a client who would pick a location and do what he called “climate surveys,” where he just held meetings with employees and took a “temperature check.” That may sound old school, especially with a workforce whose main source of communication is digital. But even entering 2027 – people appreciate face time. Indeed, maybe they appreciate it even more now.
Communication can unmask a myriad of issues. Maybe, the new super star manager you hired is alienating all your best workers. Maybe, you’re paying significantly less than most of your competitors. Maybe, there is a rumor that you’re having financial difficulties. Maybe, people miss the summer party or the good snacks in the break room. Ask questions – and truly listen.
I know, in an AI driven world, many are turning to digital technology to connect with their employees. But I think even our Gen Z workforce craves human communication. If you want to brainstorm ideas on this, let me know. And if you engage in this practice, let me know what information you obtain. I’m happy to pass along the results of this little experiment. After all, just like our employees, we operate better with more intel.
