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Employee Job Hopping Creates Challenges for Employers in the Roaring Fork Valley

By Kari Porter

Historically, employers tend to follow the basic process of giving employees a yearly performance review, and if the economy is doing well, offer a standard 3% cost of living raise. In the Valley, where the population and overall economic growth continues its steady upward trend, this traditional approach is proving less effective. The result is a new trend called job hopping.

With more options than ever, employees have become less loyal and more choosey. To get the salary and benefits they want, some are changing jobs and, when on the market, are holding out for the right offer. For a company to be competitive, they’ll need to give raises to match the market or present higher starting salaries to fill their open positions.

Nathan Perry, PhD, associate professor of economics at Colorado Mesa University explains: “The labor market is insane right now,” he said, referring to employers. “You’re not going to be able to stop raising wages.” When an employee feels they can make more money somewhere else, they may leave, costing companies more money, time, and resources – forcing them to do a search, interviews, onboarding, and training. And if the employee isn’t a fit or finds something better, they have to start the process all over again.

This is where Hot Jobs comes in. By keeping a close pulse on compensation trends in the Valley, we work to find employees that will be a good fit from the start. We take care of searches, interviews, background checks, onboarding, even payroll. In addition, our longer-term temp programs (3+ months) offer both the employee and employer the chance to confirm the working relationship is good fit on both sides. This helps eliminate surprises down the line. If it’s not a match, the employee can move on at the end of the assignment, and if it is a match, there is the opportunity to negotiate and ensure both parties are happy upon rolling over to the payroll. Hot Jobs also provides headhunting and recruiting services for direct hires, so we can negotiate packages upfront, helping employees start off confident and ready to work.

Workers Plan to Look for New Positions in 2023

Workers Plan to Look for New Positions in 2023

Nearly half of U.S. employees plan to look for new jobs in 2023. This is despite the uncertain economic times. Robert Half’s biannual Job Optimism Survey of more than 2,500 professionals in the U.S. showed that 46% of respondents are currently looking or plan to look for a new role in the first half of 2023.

Those most likely to make a career move in early 2023 include the following:

  1. 18- to 25-year-olds (60%)
  2. Human resources professionals (58%)
  3. Employees who have been with their company for 2-4 years (55%)
  4. Working parents (53%)

The following factors are motivating job seekers:

  1. A higher salary (61%)
  2. Better benefits and perks (37%)
  3. Greater flexibility to choose when and where they work (36%)

Employees are leaving for several reasons including the following:

  1. Unclear or unreasonable job responsibilities (56%)
  2. Poor communication with management (50%)
  3. Misalignment with the company culture and values (36%)

There will be an increase demand in contract talent with almost 30% of respondents saying they would consider quitting their jobs to pursue a part time contracting career. Employers looking to attract top talent should streamline hiring process and showcase their company’s culture to avoid losing candidate’s interest during the job search.

Hot Jobs Temp-to-Hire program is an excellent tool for companies to manage their time management as an extension of their HR process. This allows companies and the personnel to engage with each other in the beginning stages before making a direct hire decision.

Reasons Employees May be Quiet Quitting

The term ‘quiet quitting’ refers to employees who may be handling the basic responsibilities of their job but may not be emotionally invested in the work they’re doing on a daily basis. 

This happens for a variety of reasons:

  1. Lack of opportunities for advancement or promotion
  2. Lack of mentorship and professional development
  3. Lack of engagement with others in the company
  4. Lack of motivation on a day-to-day basis
  5. Lack of appreciation or company incentives

What can employers do about it?

  1. First, have weekly meetings as to troubleshoot any issues and keep employees engaged for the upcoming weekly goals for the company.
  2. Second, encourage an open-door policy for employees to stop in to management’s office with any concerns. Ensure employees do not feel their job is threatened by speaking up.
  3. Third, be open to creative ideas and support potential change to facilitate further growth of the company.
  4. Fourth, provide opportunities for professional development which promote further interest and growth in the field.
  5. Fifth, offer options to support employee wellness like providing ski passes or other perks that enhance the well-being of employees of the firm.
Seven Tips for Employee Appreciation and Retention

The most expensive thing you can do is to lose valuable employees. In a competitive workforce with an upcoming generation that cares about immediate lifestyle benefits and incentives as much as a competitive pay rate, employers should be looking for new ideas to show hard-working employees they are appreciated. So how do you offer incentives that attract and retain employees without breaking the bank?

1. Offer VIP parking for a week – Let them park up close and avoid the long walk from the parking lot or garage.

2. Bring a pet to work day – Employees will love the chance to show off their ‘best friend’ at work.

3. Lazy Mondays – As a reward for a job well-done, allow an employee to sleep in and start work an hour or two later than usual.

4. Work-from-home day – Most employees will appreciate the chance to work from home and avoid the commute for a day.

5. Double their lunch break – Once a work-related goal is accomplished, let an employee relax and take two hours instead of one for lunch.

6. Find an excuse for a holiday – Celebrate the first day of summer or Valentine’s Day by closing the office for a bonus holiday off.

7. Quarterly bonuses – With this competitive market, we are finding employers are looking at a more-frequent quarterly bonus instead of a yearly bonus. This will be helpful in retaining employees throughout the year and keeping your competitors at bay.

Hot Jobs, Inc. recruiters work closely with both clientele and candidates to create a successful placement by identifying, screening, as well as helping with retention according to the clientele’s personnel needs. We service the Roaring Fork Valley and surrounding areas including Glenwood Springs, Basalt, Aspen, New Castle, and Rifle, with our corporate headquarters located in Carbondale, Colorado.

Remote Hiring Options for the Valley

As we move into the new year, many businesses are planning on bringing employees back to work or hiring new ones. Unlike past years, there is a movement towards more out-of-the-box and creative options. They include the following:

  1. Increase in flexibility: Employers have discovered that their employees can be productive at home, and employees are more and more expecting that there’s more flexibility in the workplace. A survey from Enterprise Technology Research (ETR) predicts that permanent remote workers are expected to double in 2021. With this shift, companies will require less permanent office space, and those savings could shift into hiring more workers.
  2. Expanding access: With the increase of remote work, companies now have access to employees beyond their immediate geographical area. The new era of remote and hybrid work such as one day on site, several days working home (alternating schedules) will evolve – where an employee lives will be less tied to where their employer is located.
  3. A shift from location to time: For example, employees may work outside the traditional working hours. Splitting up the day into shifts provides the flexibility to handle family priorities such as children. This will be a wonderful bonus for women in the workplace who due to Covid, may have lost their positions due to childcare or have found themselves overwhelmed and overworked at home.
  4. Employers can forecast a greater talent pool: When employers start a job search, many companies are expanding their recruiting efforts through partnerships with staffing organizations by hiring a temporary for project work or long-term as home based office allows an employer to see if they can achieve working independently in this new approach of home-base working before rolling the associate over to their payroll.

Hot Jobs, Inc. is supporting more remote workers for clients to achieve the above goals. Our clients find we act as a function of an extended arm to HR to be of service as companies are staying open to different options that may work best for them.

Hot Jobs, Inc. recruiters work closely with both clientele and candidates to create a successful placement by identifying, screening, as well as helping with retention according to the clientele’s personnel needs. We service the Roaring Fork Valley and surrounding areas including Glenwood Springs, Basalt, Aspen, New Castle, and Rifle, with our corporate headquarters located in Carbondale, Colorado.

Encourage Your Sick Employees to Stay Home – Extra Preventative Measures to Safeguard Your Business.

There are several ways to help prevent the spread of germs and viruses in your business.

  1. Clean personal areas. Most people clean their phone and keyboards with disinfecting wipes regularly, but many forget the small things like file cabinets and door knobs. Encourage employees to consider everything they touch over the course of a day and to add a little extra cleaning time to their routine.
  2. Clean common areas. Shared surfaces like printers and copy machines harbor germs and may help to spread viruses from one person to the next. Other places like break rooms and coffee stations can become hubs of germs and viruses – taking down large numbers of employees with ease. Don’t assume that your cleaning staff is getting every surface.
  3. Remind employees to wash their hands. It can’t be said enough: employees should wash their hands several times a day with warm soapy water for at least 20 seconds. Being diligent is the best defense against germs and viruses.

Being proactive can be the difference between having a few employees out sick versus an entire team or department. Letting your employees know you care about them more than the bottom line will help your employees to feeling good about staying home when they’re sick.

Hot Jobs, Inc. recruiters work closely with both clientele and candidates to create a successful placement by identifying, screening, as well as helping with retention according to the clientele’s personnel needs. We service the Roaring Fork Valley and surrounding areas including Glenwood Springs, Basalt, Aspen, New Castle, and Rifle, with our corporate headquarters located in Carbondale, Colorado.

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