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I recently talked to an organization who is moving their organization from one end of the city to the opposite far end of the same area. <\/span>The commuting time between the cities is about 40 minutes, and some employees would benefit and have reduced commute, others would certainly pick up longer train or car rides. <\/span>I asked about turnover rates and received an answer I was not quite expecting. <\/span>People who normally would have left the organization were deciding to stay and make the long commutes. <\/span>For a wholesale organizational relocation, their turnover was in the low single digits. <\/span>Well, I suppose this is to be expected in this economy, if you leave a job now, there is no telling when you\u2019re going to find the next one.<\/span><\/p>\n This got me to thinking, not about corporate relocations, but about the state of turnover and talent in the next couple of years. <\/span>Sure enough, nobody is leaving their jobs willingly. <\/span>But whatever the situation is, whether it\u2019s a long commute, someone angry over a missed promotion, or a bad manager situation, there is a large amount of talent that is unhappy and not moving. <\/span>Let\u2019s say that the average turnover rate in the U.S. is 15% per year and that it sits at 5% today (totally made up numbers \u2013 I don\u2019t feel like doing the research). <\/span>That means a full 10% of the workforce is fairly disgruntled and is in your employee population right this minute. <\/span>That is a pretty big number, and it\u2019s a lot of unhappiness.<\/span><\/p>\n The number is probably a lot bigger than 10%. <\/span>While this is a global economic problem and most companies are proportionally impacted, negative economies tend to decrease employee engagement. <\/span>The real problem is that this year you have 10% of the population that is not leaving. <\/span>That does not exempt you from the additional 10% that is going to get pissed off next year and want to leave. <\/span>While you might be basking in a disengaged workforce with low turnover this year, next year\u2019s situation might change drastically.<\/span><\/p>\n Employees may not be leaving now, but the top talent is already scouting strong companies, identifying which are weak, and determining possible landing spots. <\/span>You might be the recipient of many applicants when the economy clears, but you might be on the negative end as well. <\/span>What\u2019s going to happen next year when the economy does turn and the floodgates of people ready to leave open up? <\/span>Are you ready for the mass exodus or influx? <\/span>Do you even know where your company is positioned against your competition? <\/span><\/span><\/p>\n Don\u2019t fool yourself \u2013 next year is going to be different for talent and talent acquisition and I don\u2019t know if any of us have really talked about how to prepare for it.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":" I recently talked to an organization who is moving their organization from one end of the city to the opposite far end of the same area. The commuting time between the cities is about 40 minutes, and some employees would…<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_coblocks_attr":"","_coblocks_dimensions":"","_coblocks_responsive_height":"","_coblocks_accordion_ie_support":"","footnotes":""},"categories":[22,20,16],"tags":[],"class_list":["post-1094","post","type-post","status-publish","format-standard","hentry","category-industry-news","category-talent-management","category-workforce-planning"],"_links":{"self":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/1094","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=1094"}],"version-history":[{"count":3,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/1094\/revisions"}],"predecessor-version":[{"id":1210,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/1094\/revisions\/1210"}],"wp:attachment":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=1094"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=1094"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=1094"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}