Should I stay or should I go? September 2014 

The employee’s dilemma can easily become the employer’s costly problem. 
The shocking information that more than one in five (21%) full-time employees hoped to change jobs this year CareerBuilder survey i.e. the biggest percentage of expected employee turnover since before the recession. 
Can businesses run as efficiently and effectively if 1/5th resigned, especially if some are key personnel with experience and special client relationships? Just think of the disruption and costs caused just by holidays and sickness. 
Here are a few pointers to help bosses hang on to their staff. 
More money – seems the obvious and first option. 
Certainly offering more money could be a cheaper way rather than replacing (Oxford Economics with Unim) it costs around £30,614 to replace an employee earning £25,000. This includes recruitment costs and lost productivity while the new worker integrates and settles in. 
More than money - Recognition 
However, the 65% disgruntled staff saying they feel undervalued won’t only be addressed by a pay rise. A little recognition goes a long way. 
Recognition – more acknowledgement of good work and loyalty; knowing that their concerns and situations are listened to (not just heard) and understood. Very often it is the little things that tip the scale. Forbes magazine cites that although money plays a big part 39% leave for better work/life balance and forego the higher salaries. 
Employment Benefits Programme - Essential! 
Stress Management and Resilience Training 
39% report that they are highly stressed and this is taken to mean mentally overloaded and overwhelmed but stress permeates and affects every aspect of life, at work and away from the office. Ironically it is often home situations that cause the symptoms which affect the employee in the working life. It presents as back ache, poor sleep, compromised digestion as well as affecting mental acuity and physical performance. 
Simple stress test to help with indicators of change ahead To check on symptoms and contact for in depth advice on incorporating this system with in-house procedures and programmes already in place. 
© 2014 Ruane BioEnergetics 
The subjects covered in this website are for informational purposes only and should not be construed as medical advice. If you have a medical condition of concern, please consult the appropriate health care professional. 
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