Press Release

SYDNEY, Australia, June 27, 2018 View All Press Releases

Gartner Research Shows Australian Employees Are Reporting a Higher Intent to Stay With their Current Employer than the International Average

Employees in Australia are reporting a stronger intent to stay with their organization than the global average, according to Gartner, Inc. The 1Q 2018 Global Talent Monitor report, shows that 43.1 per cent of employees in Australia report a high intent to stay with their organization, compared to the international average of 32.4 per cent.

The report goes on to reveal that Australian employees rank the top attributes for considering an employer to be work-life balance (61.8 per cent), followed location (44.4 per cent) and respect (34.8 per cent). The top attrition drivers for leaving an employer include, future career opportunity (40.6 per cent), people management (36.4 per cent) and development opportunity (33.7 per cent).

Management issues are still a factor in why Australian employees leave their organization. People management, manager quality (ranked sixth in attrition drivers), and senior leadership reputation (ranked tenth in attrition drivers) all are listed within the top 10 attrition drivers.

In the face of increased competition and overnight changes to products and services, organizations need to ensure they have high performing managers who can develop employee skills and unite talent from within the business to deliver results and improve engagement. 

“The manager best positioned to improve performance in the current work environment is the Connector Manager; a skilled team member who links employees to the right people and resources at the right time, to get the job done,” said Aaron McEwan, HR advisory leader for Australia at Gartner.

Gartner data reveals that this manager type can improve employee performance by up to 26 per cent and increase employee engagement by up to 40 per cent, all whilst navigating the complexities of today’s workplace.

Just one in four managers demonstrate the Connector leadership attributes and they can be tricky to find. Gartner suggests organizations looking to develop Connector Managers should encourage people to:

  • Take an active role to ensure high-quality development connections
  • Don’t just delegate development responsibilities
  • Help employees get more value from their development connections, not focus just on enlarging employees’ networks

“Connector Managers proactively unite employees to an organization’s culture, engagement and leadership team, addressing the current concerns that could see valued team members look for employment opportunities elsewhere,” said Mr. McEwan.

Highlights from the 1Q 2018 Global Talent Monitor

Talent Monitor

Australian

International average

High Intent to stay

43.1%

32.4%

High Discretionary effort

19.4%

15.2%

Job opportunities

49.24%

51.30%

Drivers of attraction

  1. Work-Life Balance
  2. Location
  3. Respect
  1. Compensation
  2. Work-Life Balance
  3. Stability 

Drivers of attrition

  1. Future Career Opportunity
  2. People Management
  3. Development Opportunity
  1. Compensation
  2. Future Career Opportunity
  3. People Management

Source: Gartner (June 2018)

Global Talent Monitor data is drawn from the larger Gartner Global Labor Market Survey which is made up of more than 22,000 employees in 40 countries. The survey is conducted quarterly and is reflective of market conditions during the quarter preceding publication.

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