-Company during annual review: you are worth the standard 1.5% raise for the year.
-Company when you notify them of your resignation: WAIT - you are now suddenly worth thousands of dollars more than the 1.5% raise AND let’s consider your for a promotion AND we’ll take into your consideration for more resources (workload, burn out, help) AND we’ll listen to your ongoing concerns and goals that you have been voicing for the past year.
I’m sure that’s not how you do it in recruitment marketing, but it’s not like the company made an effort to work one percent as hard as they do on our clients’ strategy to attract/retain top talent.
-Salary: not competitive. Take what you need, develop your skill set and I’m sure other companies will offer you higher, competitive pay for your experience and contributions. I was promoted but my salary was not even close to align to what a new incoming hire for that exact same role makes. There’s no incentive to stay and grow at the org when you’ve acquired/built knowledge in the industry and are expected to train the new hire yet you are making significantly less than market value/new hire.
-Work-life-balance/burn out: not equipped with sufficient headcount and you’ll be doing the job of multiple people. Management ‘sees’ that you are getting by even though you’re hanging by a thread. It doesn’t seem like they have the urgent need to hire more bodies because everyone seems to be scraping by.
-Management: the phrase “job-security” was thrown around frequently when discussions of work-life-balance came up especially during COVID. Rather than addressing/finding ways to help the team, apparently the idea of “job security” should be enough to mitigate being burnt out.
There’s a lack of empathy and compassion towards employees. I can see why team members are strictly business and there’s a lack of rapport - it’s because we’re burnt out and just trying to make it it through the day. A few words or encouragement & acknowledgement can go a long way.
