Employees want to stay – and it's up to managers to keep it that way

Author: PM Editorial | Date: 18 Nov 2015

Hays survey finds more than half of Malaysians want to stay in their job for at least five years

More than half of Malaysians want to stay with an employer for more than five years, according to a survey from recruiting experts Hays.
This means managers should look for ways to reward that kind of loyalty with training and career development, and not take it for granted that they will have the same staff in six months time. “Most Malaysians at heart do believe in job loyalty,” said Tom Osborne, regional director of Hays in Malaysia. “The ‘job for life’ mentality is long gone, but so too is the mindset of job hopping regularly. Today, 54 per cent of Malaysians want to stay with their employer for five or more years suggesting that, for most, stability, security and loyalty are important.
The survey found that 32 per cent of Malaysians said they’ll stay up to five years, meaning they’ll have at least two jobs each decade of their career. The final 14 per cent like to change employers every one to two years.
Keeping the same staff can be beneficial for both an organisation and an employee: when they do eventually start looking for work, that loyalty will show on their CV. Long-term employees are often rewarded with additional benefits or promotions and can offer advice to new colleagues, added Osborne. It’s also important to recognise when it’s time to move on: “If your current employer is not offering you opportunities to develop and advance your career, and you feel stale and bored in your existing role, it might be time to explore your options in the job market,” said Osborne. “Loyalty is a noble quality, but it should not be at the expense of your own career advancement. Employers need to make sure the two go hand in hand.
“Organisations also need to deliver what they promised in the recruitment process so that the reality of working at their organisation matches what they promoted when they were attracting top talent,” he said.
“As long as staff are offered stimulating work and their career continues to advance, most will stay. A lack of career progression is the number one reason people come to us looking for their next job, so we can’t emphasise enough the importance of putting career development plans in place.”