Several years ago, I conducted and managed a survey that collected data from more than 1,600 organizations worldwide (80% were U.S. based). Not surprisingly, six of the respondent organization’s eight greatest concerns were human (“H”) factor issues, and how those issues impacted their company’s ability to succeed and profit. There is one consistent factor within each of the six issues that led to dysfunction, inefficiencies, lack of performance and departmental synergy. It is how people viewed themselves and those with whom they worked.
With that single issue in mind, consider the following statistics. As we progress through this journey on these pages, you will see the correlation and how these statistics are a natural outgrowth of this core issue.
- 45% of employees dislike their work and feel it is unrewarding (USA Today – January 2010)
- 32% of employees are actively looking and 74% would consider a change in positions if offered the opportunity (Forbes – March 2013)
- “53% of Recent College Grads Are Jobless or Underemployed” based on education or direction (The Atlantic – April 2012)
And, with a broken system, company stability is negatively affected, because people aren't aware of how to best fix it (hint: understanding the data). Even though relevant data is made available, most managers do not know how to mine it, apply it, and make it work to a company’s advantage.
The following chart is from the 2012 Executive Guide to Marketing Personnel, and supports how lack of people management understanding is leading to turnover and knowledge management issues in organizations of all sizes, especially large organizations that often have the data at the ready, but aren't using it properly:
As mentioned above, the system is clearly broken. However, many companies don't realize they have a fix at their fingertips -- a systematic, data-driven approach to hiring, training, developing and retaining quality talent across all divisions of a company.