The Three-Year Itch: What Keeps Employees Job Hopping

Although it’s a phenomenon frequently used to describe romantic relationships, the “three-year itch” is becoming more and more prevalent in the workplace as a greater share of employees are thinking about quitting their jobs. According to a recent poll by PwC, 65% of employees were looking for a new job in 2021—up 30% from the percentage of workers surveyed earlier that year. And as millennials are projected to make up more of the workforce (75% of the global workforce by 2025), it’s important for businesses across industries to understand what keeps employees—especially younger generations—from job hopping. 

Keep reading to learn three ways you can keep your employees loyal and excited to work towards your business’s goals.

1. Management Style

Management styles are crucial when it comes to retaining employees. Although certain managers may gravitate towards their own natural leadership styles, there are specific styles that work well, and others that don’t. 

For example, micromanagement, the style of closely monitoring the work of employees, is still prevalent in many organizations—despite the fact that it oftentimes creates a stressful and unproductive work environment. After all, who would want their manager breathing down their neck and fixating on the smallest of details instead of focusing on the big picture? It’s no wonder that micromanagement can lead to high turnover, decreased productivity, poor creativity, and more. 

In contrast, organizations that strive for management styles that foster autonomy can increase employee job satisfaction. That’s because employees appreciate receiving freedom and trust so they can complete their work the way that’s best for them. So when considering which management styles to adopt, consider the fact that the ones that prioritize long-term employee happiness and engagement are likely the ones that will lead to solid retention rates and increase productivity.

2. Work Culture

Work culture, the collective attitudes and behaviors of an organization, is one of the biggest factors in keeping employees from thinking about calling it quits. Work culture encompasses everything from the business’s core values, management styles, communication preferences, policies, benefits, perks, and much more.

The best work cultures are the ones that are intentionally defined and created, rather than developed haphazardly. That’s because a proactive, positive work culture attracts top talent, increases engagement, creates fulfillment, impacts happiness, and drives performance, leading to a virtuous cycle. All of these are aspects that can strengthen and support your company’s overall business strategy, which is why it’s important to take a step back sometimes and evaluate whether your work culture is what you want it to be.

3. Job Fulfillment

Although higher pay is undoubtedly a top factor in workers seeking new jobs, it’s not always about money. As we discussed in one of our previous blog posts, one of the most crucial elements in finding job satisfaction is believing that your work and tasks are important and meaningful. Plus, uncovering one’s sense of purpose can then lead to promotions and higher pay. 

One important factor in fostering job satisfaction that goes back to positive work culture is recognizing employees for their achievements. Acknowledging someone’s good work, whether publicly, privately, or both, goes a long way in making them know that their performance and success will allow them to advance within the company.

Another important factor in creating job satisfaction for employees is ensuring that they know they’re in the right seat given their unique experiences, skills, personalities, needs, and goals. As long as the employee is a good fit for the company, more companies are strategically redeploying employees to the best positions for both the overall organization and the individual worker. This is important, because when employees are in the wrong job, they often feel disengaged and unproductive, which are feelings that can affect your work culture. In fact, a study found that 1 in 5 workers are in the wrong job.

Bolster Employee Retention with the PATH Assessment®

Build a better work culture and increase job fulfillment by discovering which specific traits and behaviors matter for your employees and the jobs that need to be done. 

Most personality assessments test for the wrong things or use questionable logic to analyze responses and draw conclusions. But the PATH Assessment organizes employee traits and behaviors into four modes: Purpose, Approach, Thinking, and Habits. Far from the average personality test, the PATH Assessment leverages data science and artificial intelligence (AI) to match candidates for the traits most advantageous to specific roles. The PATH Assessment will reveal who employees are in the workplace—what drives them, how they interact with coworkers, how they problem-solve, and how they take action.

Take the next step in increasing loyalty and keeping employees from job hopping by learning about the PATH Assessment today. Let’s get started.

Three Steps to Better Work Culture

If you’ve ever discussed all the different elements of what makes a job enjoyable and fulfilling, chances are work culture—the attitudes and behaviors of an organization—is one of the first things to come up. And for good reason: work culture can make some organizations amazing places to work and others toxic dumpster fires.

How? A positive work culture not only motivates employees to do their best work, but also encourages them to contribute to a creative and productive work environment.

So let’s take a look at three steps to building a better work culture.

1. Create and align core values.

Core values reflect how your organization does business, how it serves its customers, and how employees interact with each other. Essentially, core values define your company’s identity, and your work culture should demonstrate those values authentically. If it doesn’t, it can be easy for employees to think those values are solely lip service and feel discouraged or even angry.

It’s important to have core values be clearly communicated and understood by everyone in your organization. For example, if a company’s value is being accountable, employees should be able to hold each other accountable for accomplishing their responsibilities and tasks. By identifying with the company’s core values, employees can feel connected to the overall direction of the organization and find purpose in their day-to-day work.

2. Prioritize healthy communication.

Communication is the fundamental component of keeping your employees engaged, included, and informed. Workplace communication covers everything from updating employees on process changes and when to enroll in benefits to facilitating feedback and outlining performance expectations. Outlining performance expectations is a particularly crucial part of communication: employees want their good work to be acknowledged and for their stellar performances to advance them within the company. That’s why communication can make or break your work culture, especially if your organization has a remote or hybrid work policy that can make it harder for employees to feel connected to each other.

One of the strongest benefits of healthy workplace communication is the trust that it can build among employees. When employees can not only trust that the workplace information being disseminated is honest and timely but also feel safe giving feedback, it builds a transparent work culture. All of this factors into making employees feel valued and fostering creativity throughout the organization.

3. Encourage autonomy.

Put simply, micromanagement creates a stressful and unproductive workplace. Yet, this management style of closely monitoring the work of employees still happens in countless organizations. It can look like fixating on the smallest of details or requiring everything to be done in a particular, unnecessary way. Tolerating micromanagement can lead to high turnover, decreased productivity, poor creativity, and worse. 
In contrast, organizations that encourage autonomy can create more trust in leadership, inspire creativity, and build more morale. Autonomy in the workplace gives employees the freedom and trust to complete their work in a manner that works for them and at a pace that is right for them. By giving employees more autonomy, you can increase their job satisfaction.

Build a Better Work Culture with the PATH Assessment®

A crucial part of building a better work culture is ensuring you have a solid team with the specific traits and behaviors that not only work well for your organization but for the jobs that need to be done. 

But how do you know which traits matter for your organization, or how to identify them?

Most personality assessments test for the wrong things or use questionable logic to analyze responses and draw conclusions. But the PATH Assessment organizes employee traits and behaviors into four modes: Purpose, Approach, Thinking, and Habits. Far from the average personality test, the PATH Assessment leverages data science and artificial intelligence (AI) to match candidates for the traits most advantageous to specific roles. The PATH Assessment will reveal who employees are in the workplace—what drives them, how they interact with coworkers, how they problem-solve, and how they take action.
Take the next step in building a positive work culture by learning about the PATH Assessment today. Let’s get started.

A Better Career Path for Mississippians

Mississippians, among millions of other Americans, are on a journey to find fulfillment in their work and advance their careers. As we reset our lives after a pandemic, we see employees continuing to leave their jobs well after we have returned to work (4.2 million in December 2021 according to the Bureau of Labor Statistics). Some are leaving for higher pay, some are leaving for better opportunities, and many are leaving because they see an opportunity for greater impact elsewhere.

Everything about the way we work has changed, and the way we view work has, too. What began as job cuts and furloughs throughout industries worldwide has led to a personal quest for greater job fulfillment. And with nearly 1.5 jobs available for every American, the job of an employer extends far beyond finding qualified candidates. Today’s job seekers are looking for careers that offer purpose and flexibility with supportive managers, great culture, and a clear path for growth. To find the best candidates, organizations must rise to the challenge.

The Right Jobs for Mississippians

In January 2022, Mississippi’s unemployment rate reached a record low, dropping from 6.6% to 4.6% according to a recent State Employment and Unemployment report conducted by the U.S. Bureau of Labor Statistics. This is its lowest rate since 1976. Mississippians are taking advantage of the surplus of jobs today, and this means employers are experiencing more pressure to get it right.

Mississippi economist Corey Miller recently reported that personal income increased 7.4% in 2020, and today Mississippi continues to see increased personal income. With more jobs and higher income, the traditional method of hiring isn’t going to cut it for Mississippi’s workforce any more. It’s not only about salary alone, culture, or qualifications. It’s going to require a more sophisticated — and proven — method.

AccelerateMS Partnership

GoodJob and AccelerateMS have partnered to provide Mississippi employers with the tools they need to find lasting, fulfilling careers through an exclusive job marketplace. By starting with a short PATH Assessment®, candidates will be evaluated by their traits and behaviors organized in one of four modes: Purpose, Approach, Thinking, and Habits. The PATH Assessment results provide Mississippi employers using the AccelerateMS platform with the best candidates for the position.

AcclerateMS has a commitment to providing a world-class workforce in Mississippi to deliver sustained individual, community, and statewide economic prosperity. And GoodJob has a commitment to simplifying the hiring process by serving employers qualified job-seekers who have the right tools for the job.

Individuals interested in entering the AccelerateMS portal can take the PATH Assessment today at https://acceleratems.pathassessment.com/

Does AI Really Reduce Hiring Bias?

Biases in recruitment and hiring are a real problem.

In addition to being just plain unfair, hiring biases can ultimately impact a business’s bottom line. Research from McKinsey shows that companies with diverse workforces consistently perform better than those with homogeneous workforces. 

Although it’s not yet a perfect solution, artificial intelligence (AI) is proving to be a valuable tool for reducing bias in hiring. Here, we’ll take a look at how unconscious biases affect the hiring process, and the efficacy of AI in reducing hiring bias.

Is bias really a problem in hiring?

Yup. And you don’t have to look far for examples. 

In 2017, Palantir paid $1.7 million to settle a lawsuit from the U.S. Department of Labor, which accused Palantir of disproportionately turning down qualified Asian candidates who applied for certain engineering positions. 

Although Palantir disagreed with the allegations and denied knowingly discriminating, the numbers showed otherwise: For one software engineer job, Palantir hired 14 non-Asian engineers and 11 Asian engineers, even though 85% of the 1,160 applicants were Asian. 

The Palantir case is a prime example of unconscious bias in hiring, and it’s not an isolated incident. Research from the University of Toronto shows that candidates with Asian names are 28% less likely to get an interview than equally qualified candidates with Anglo-Canadian names.

In addition, a 2016 study found that people with resumes containing minority racial cues — such as a distinctively African-American or Asian name — received 30 to 50% fewer callbacks from employers than those who had equivalent resumes without racial cues. When these candidates “whitened” their resumes — concealing or downplaying racial cues — they were significantly more likely to receive a callback, even though their qualifications were unchanged. 

And it’s not just race that makes a difference. Other studies reveal biases against female and older candidates.

Can’t you just train hiring managers to be less biased?

Maybe, but hiring bias isn’t just a problem with people. Hiring processes can also prevent qualified candidates from getting hired. 

For example, candidates who were referred by current employees are more likely to be hired than non-referred candidates. But referrals often result in candidates who are very similar to those who referred them, effectively boxing out candidates who don’t already have an in at the company. 

The college-to-job pipeline has inherent bias as well: Overburdened hiring managers who don’t have time to sort through the pile of job applications often sort based on the college a candidate attended.

This results in preference for candidates who graduated from traditionally “elite” or “prestigious” colleges…which, of course, can have their own biases in admissions. Even worse, some companies recruit directly from elite universities, actively homogenizing their workforces. 

Can AI reduce hiring bias?

AI has the ability to reduce hiring bias, pushing the hiring and recruitment process into a more fair, more diverse future.

AI can be integrated into the hiring process in many ways. AI platforms can help sort resumes by desired qualifications while ignoring demographic data. Conversational AI can be used to collect additional information from candidates. AI tools can also streamline the day-to-day work of a hiring department, freeing up more time for fair consideration

Most promisingly, AI can be used to examine big data sets and identify common traits of successful candidates, giving hiring managers a more reliable heuristic than a candidate’s name, education, or even work history. 

But an AI tool is only as effective as the data that goes into it. If the creators of AI solutions aren’t careful, bias can sneak its way into AI-supported decisions.

Luckily, projects such as the Open AI Charter aim to limit implicit bias in AI. IBM Research, too, has produced a series of principles aimed specifically at mitigating bias in AI solutions. 

In other words, AI is not yet a silver bullet for eliminating bias in hiring, but we’re getting there.

Will hiring be more fair in the future? Can AI help? We believe the answer is yes — if companies know what’s good for them.

Find out how GoodJob’s AI can help your company reduce hiring bias. Contact us.

Job Fulfillment

How to Make More Money at Work

There are so many elements at play when it comes to finding a job that makes you feel happy and satisfied—things like office culture, work-life balance, work conditions, employee perks, and more. But these days, it often seems like you have to compromise that sense of purpose and satisfaction for higher pay.

Well, what if it didn’t have to be that way?

That’s why we’re sharing what we’ve learned along the way. When it comes to earning more money, job satisfaction is a critical factor in higher-paying jobs.

Unlocking Job Satisfaction

What is it that brings job satisfaction? Are they factors such as the one we mentioned above? Or does it depend more on aspects such as location, job security, or other elements we haven’t named?

Obviously, certain factors are more important to certain people. However, as proposed by Frederick Herzberg, a pioneer in motivation theory, there are two dimensions to job satisfaction: “hygiene” and motivation.” Hygiene may seem like an unusual term to use when describing motivation. In this case, it doesn’t refer to when you cube mate forgets to shower after the gym. Rather, hygiene issues in this case refer to salary and supervision, and these can decrease employee dissatisfaction with work. Motivators, such as recognition and achievement, make employees feel more productive and engaged. Herzberg theorized that once hygiene areas are addressed, motivators will promote job fulfillment.

This means that perhaps the most important factor in finding job satisfaction is believing that your work and tasks are important and meaningful. On top of that, employees want to have their good work acknowledged and feel that their loyalty and stellar performance will allow them to advance within the company, bringing them more pay along the way.

Finding the Right Seat for Yourself

As you might already know and have experienced, unlocking job satisfaction isn’t as simple as just committing to believing that your work is important and meaningful. Other components for this are ensuring that you’re in the right seat at the company given your experience, skills, needs, and goals. But, here at GoodJob, we know that the right fit is directly tied to something outside of the things hiring managers are typically looking for on a resume.

Unfortunately, employers still struggle with deploying the right talent where they’re most needed. A study found that 1 in 5 workers are in the wrong job, causing them to feel disengaged and unproductive in their roles. This lack of drive and fulfillment can bleed throughout an organization and affect the entire workforce.

And even if a company has hired the right person for a role, today’s ever-changing work environment inevitably creates a need for change or new skills. More and more companies are becoming increasingly open to moving employees to where their desires and strengths lie—so long as that employee is a good fit for the company. But what does that look like?

Personality Matters

When we say personality matters, we don’t mean that it’s important to be “nice” or “easy-going.” What we mean is that there are specific traits and behaviors in a person’s workplace personality that works with various jobs. These are the characteristics that truly matter when it comes to demonstrating commitment, connecting with management on a relational level, and showing that you’re a valuable part of the business, which all ultimately leads to more pay and long-term success at work.

So how do you identify these traits, then?

Most personality assessments test for the wrong things or use questionable logic to analyze responses and draw conclusions. But the PATH Assessment organizes employee traits and behaviors into four modes: purpose, approach thinking, and habits. Far from the average personality test, the PATH assessment leverages data science and artificial intelligence (AI) to match candidates for the traits most advantageous to specific roles.

Understand Yourself Better

Are you ready to uncover a sense of purpose in your full-time job while also advancing and earning higher pay? The PATH assessment will reveal who you are in the workplace—what drives you, how you interact with coworkers, how you problem solve, and how you take action.

Take the next step in identifying your dream job role by taking the PATH assessment today. Click here to learn more.

PATH Planner 2022

Are you working from home? Headed back to the office? Or maybe you just want to start the new year fresh. No matter what 2022 has in store for you, we’ve created the PATH Planner to help you start the year with your best foot forward.🦶This years version includes the addition of the Project Planner!

Don’t know your PATH yet? Start here to learn more about your strengths! 

P – Purpose. Purpose-driven people are motivated by goals. You can capitalize on your Purpose traits by reflecting on the previous year, deciding what your goals and intentions are for the next year, and breaking it all down into smaller, trackable pieces. 

A – Approach. Approach-driven people are driven by connections. You can capitalize on your Approach traits by identifying people who can help you achieve your goals or make connections with like-minded people. 

T – Thinking. Thinking-driven people are always striving to be better. You can capitalize on your Thinking traits by making lists of things you’ve learned or done that week and taking time to be grateful for your experiences as they happen.

H – Habits. Habits-driven people are peak performers when they have a regular routine. You can capitalize on your Habits traits by using alarms and timers to break your day into chunks and remind yourself to do things like move your body and drink water.

Each one of us is unique and has aspects of all the above behaviors. It’s all about understanding them and putting them together for maximum success.

Download the planner PDF below or make a copy of our Google Docs planner.

PATH Habits Trait Animals

Habits are practiced behaviors or actions you take to solve problems. When your response to a problem is to grab the bull by the horns, you’re functioning in the Habits mode.

While others may need time to consider or analyze the problem, your M.O. is to get started. Everyone wants to solve problems. Your traits (or combination of traits) help you take action.

Director

Cheetahs are best known for their speed, but they are much more than a fast cat. These creatures are hard-working, determined, and self-sufficient, much like the Director.

Coach

Dolphins are among the friendliest creatures in the sea. They are smart, curious, and creative. Their thirst for knowledge and inquisitiveness make them much like the Coach. 

Teacher

The owl is seen as a wise and observant creature. Like the Teacher, they are adaptable, intuitive, and in constant observation of their surroundings.

Machine

The horse is a gentle and intelligent animal. Like the Machine, they have tremendous endurance and are very hard working.

Founder

Meerkats are often seen as playful animals that thrive in their interesting social communities. Many people don’t know that they’re also organized, collaborative, and problem solvers, much like the Founder.

Prospector

While sheep are, in fact, the flock animals that most people think of, many people don’t realize that sheep are also very intelligent creatures. They have an excellent memory and like the Prospector, they have an innate ability to prioritize and make decisions based on the information they have.

Scientist

Penguins are loyal, intelligent, and protective animals. Like the Scientist, they’re also known as methodical trouble-shooters who like to find solutions to problems like how to best find their next meal.

Strategist

Whales are known as cooperative and devoted animals who travel large distances in their lifetime. Like the Strategist they are excellent planners who work well as part of a team (or pod).

Technologist

Beavers are energetic and playful animals that are adaptive to their environment. Like the Technologist, they’re good at focusing on solutions.

Don’t know your PATH yet? Start here to learn more about your strengths! 

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PATH Thinking Trait Animals

Thinking is how you process the world around you. It’s how you evaluate and understand both problems and solutions. When you use your way of thinking as a tool at work, you are likely to get your colleagues to walk through problems the same way as you.

We all have different ways of thinking. These traits (or combination of traits) will help you better understand how you process information and problem situations with others.

Decision Maker

Raccoons are adaptable and clever creatures. Much like the Decision Maker they’re also very resourceful problem solvers.

Journalist

Most people think of house cats as aloof and standoffish, however many cats are curious introverted thinkers. Much like Journalists, they’re astute creatures that enjoy working towards a goal.

Innovator

The octopus is an interesting creature that scientists know to be clever, intelligent and perceptive. Like an Innovator they are strong, resourceful, and have a knack for finding unique and innovative solutions.

Straight Arrow

The wolf is a focused and intelligent animal that has been shown to stay dedicated to their pack. Like the Straight Arrow, they’re dependable team players that work collaboratively for the greater good.

Don’t know your PATH yet? Start here to learn more about your strengths! 

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House Habits

If the PATH Sorting Hat places you in House Habits, you’re likely resourceful and strategic. You have a lot of ambition, and you practice behaviors or actions that solve problems. You’ve got to have Habits to be quick on your feet and come out on top!

While others may need time to consider or analyze the problem, your M.O. is to get started. Everyone wants to solve problems. Your traits (or combination of traits) help you take action. 

Draco Malfoy

Draco is a STRATEGIST! As a Strategist, Draco acts with well-organized plans. He can see the big picture and is able to prioritize tasks to reach the overarching goal. His PATH patronus is a Whale!

Severus Snape

Professor Snape is a DIRECTOR! As a Director, Professor Snape knows the resources available and their limits. He’s incredibly efficient in the way he works and can quickly deploy new strategies. His PATH patronus is a Cheetah!

Don’t know your PATH yet? Start here to learn more about your strengths! 

PATH Approach Trait Animals

Approach is how you interact with your colleagues. It’s the way you talk to, work with, and relate to people. If you like connecting in a particular way, you are likely to think others want to connect in that way, too. This approach also holds true for your colleagues at work. It’s almost like your workplace love language!

Everyone interacts and has a way of interacting with others. Your trait (or combination of traits) help uncover how you interact with others.

Connector

Elephants are known for being compassionate, emotionally intelligent and having strong social bonds, much like the Connector. In fact, elephants are so strongly connected that they have been known to display clear signs of grieving upon losing a member of their herd.

Closer

While Honey Bees are known for their important role as pollinators, they’re also excellent Communicators. Honey Bees have honed their ability to communicate and build friendly hives.

Counselor

The Panda is a gentle animal and likely the mildest disposition of any bear. Like the Counselor, Pandas are sensitive and respond to others in their environment

Motivator

Seals are extroverted performers who love to have fun. Like Motivators, they’re social creatures that enjoy interactions with others. They’re cooperative and support other seals during their time in seal colonies.

Influencer

Lions are widely praised as being brave leaders and the well-known king of the jungle. This is much like the Influencer who is similarly a gifted leader and motivator.

Harmonizer

The otter is outwardly one of the most adorable animals, but many people don’t realize these friendly creatures are actually the glue holding their ecosystem together. Much like the Harmonizer, they better the lives of those around them by bringing people together.

Don’t know your PATH yet? Start here to learn more about your strengths! 

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