Transcript

Welcome Back, War for Talent?

ATTENTION: CORPORATE LEADERS! MORE THAN HALF OF YOUR EXECUTIVE EMPLOYEES ARE POISED TO WALK OUT. CAN YOU AFFORD TO LOSE THEM? TURNOVER INTENTIONS OF EXECUTIVES IN 2012: 66 Q TOP 3 REASONS COMPANIES Could Lose their Top Talent in 2012: 31 "I am thinking about leaving my organization" 1. VIABLE CALLS from recruiters PERCENT 2. CONFLICTS with their boss/management 12 "I am preparing to leave my organization" PERCENT 3. THEIR ORGANIZATION'S poor performamce "I expect to leave 9. my organization" FLUCTUATIONS IN AVERAGE PERCENT Executive Compensation 2007 7.3% EXECUTIVES DON'T STAY FOR MORE MONEY S 2008 5.7% Annual raises in 2011 depended on the role 2012 2.0% 2006 4.5% PRESIDENT/CEO/coo/PARTNER/CHAIRMAN -0.2% CxO/SENIOR OR EXECUTIVE VICE PRESIDENT VICE PRESIDENT 0.9% 4.9% DIRECTOR 1.1% ENGINEERING EXECUTIVES 6.3% GENERAL MANAGERS 4.4% FINANCE EXECUTIVES 2.4% 2009 -1.7% MIS/IT EXECUTIVES 2.2% 2011 -3.9% HUMAN RESOURCES EXECUTIVES 2.0% OPERATIONS MANAGERS 1.8% MARKETING EXECUTIVES 1.7% BUSINESS DEVELOPMENT EXECUTIVES 1.1% SALES EXECUTIVES 0.5% 0.5 1 15 2 2.5 3 3.5 4 4.5 5 5.5 6 6.5 PERCENT 2010 -11.9% PREPARE NOW TO KEEP TOP TALENT ON THE JOB IN 2012 Your Main Objective: Make sure your team realizes they matter. HOW TO MAKE THEM STAY ... 2012 2011 2010 1. Create challenge 1. Ensure role fits skills and interests I 1. Make work location convenient 2. Ensure role fits skills and interests 2. Allow input into the organization's direction and decisions 3. Create work they like to do 4. Cultivate strong relationships with other executives and subordinates 2. Ensure role fits skills and interests 3. Make work location convenient 3. Cultivate strong relationships with other executives and subordinates 4. Allow input into the organization's direction and decisions 5. Cultivate strong relationships with other executives and subordinates 4. Create work/life balance 5. Maintain strong organizational performance 5. Allow input into the organization's direction and decisions Reward with total cash compensation (TIE) THE MOST DIFFICULT EXECUTIVE ROLES to Replace: $4 EXECUTIVES LEAVE FOR MORE MONEY Increase in total compensatiom for these executives to change jobs #1 BUSINESS DEVELOPMENT PRESIDENT/CEO/Coo/PARTNER/CHAIRMAN 14.3% 11 CXo/SENIOR OR EXECUTIVE VICE PRESIDENT 15.5% VICE PRESIDENT 12.6% DIRECTOR 12.8% 2. SALES SALES EXECUTIVES 14.9% 3. OPERATIONS MANAGEMENT (INCLUDING QUALITY, SUPPLY CHAIN AND LOGISTICS) 4. ENGINEERING GENERAL MANAGERS 14.5% MIS/IT EXECUTIVES 14.0% ENGINEERING EXECUTIVES 13.5% BUSINESS DEVELOPMENT EXECUTIVES 13.4% 5. GENERAL MANAGEMENT MARKETING EXECUTIVES 12.9% 6. MARKETING FINANCE EXECUTIVES 11.7% 7. FINANCE 8. MIS/INFORMATION TECHNOLOGY 9. RESEARCH AND DEVELOPMENT 10. CONSULTING HUMAN RESOURCES EXECUTIVES 11.5% OPERATIONS MANAGERS 10.5% 12 15 PERCENT 11. HUMAN RESOURCES HOW TO LURE AN EXECUTIVE? Here's why they'll accept your offer: 1. BETTER COMPENSATION 2. POSITION PRESENTS 3. BETTER CULTURE OPPORTUNITY TO LEAD AND DRIVE 4. PROMOTION/ ADVANCEMENT 5. ENTREPRENEURIAL ENVIRONMENT MONEY AS A MOTIVATOR 24 Executives earned this much more when they changed jobs 20 ARAAJARI 16 PERCENT 15 15 14.2 PERCENT 13.5 11.7 PERCENT PERCENT 10.5 10.4 PERCENT U 10 7.4 PERCENT PERCENT 7.1 PERCENT PERCENT 4.8 4.9 PERCENT 4.3 PERCENT PERCENT 1.3 PERCENT 2012 2011 2010 2009 2008 2007 2006 2005 2004 2003 2002 2001 2000 ExecuNet www.execunet.com Connecting Leaders Since 1988*

Welcome Back, War for Talent?

shared by ExecuNet on Jun 07
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That phrase hasn't been heard much since back in the day when the unemployment rate was under 5 percent and companies faced skills shortages. We're not quite there yet, but ExecuNet's research reveals...

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ExecuNet

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Rob Hudgins

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Business
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