Dissatisfied workers: third think about changing jobs!

Dissatisfied workers: third think about changing jobs!

Meiningen, Deutschland - On July 7, 2025, an insightful lecture by Professor Katharina Sachse for employee loyalty took place at the Schmalkalden University of Applied Sciences. As part of the summer festival in the combat Villa Beck in Meiningen, the topic made great interest. The results that show that almost a third of the employees are planning to change employers within the next year. This high willingness to change presents companies with the challenge of increasing their employer attractiveness in order to be able to compete with the best talent. According to [insuedthueringen.de] (https://www.insuedthueringen.de/inhalt.analysis-von-professorin-wache-gun-un-un-un-unstatrated Meaning.

The attraction of a company goes far beyond the mere offering of good earning opportunities. In order to be perceived as an attractive employer, companies must develop a strong employer brand with which employees can identify. This requires intensive internal communication that provides employees about important offers and advantages. In addition to the external perception, internal employer branding also plays an important role in promoting employees. Because it is important that employees feel connected to the values ​​and goals of the company, as well as lamapoll.de explains.

The importance of employee surveys

employee surveys are a valuable instrument in the employer branding process. They help to record the current state in the company and to define the employer value proposition (EVP). This defines the company's promise of values ​​to employees and applicants and includes aspects such as sustainability, diversity and social commitment. In this way, companies can better convey their strengths and respond to the wishes of their employees.

In a time when more than 50% of the employees take a job change for advisory, companies should not do without this findings. [Employerbranding.org] (https://www.employerbranding.org/glossar/mi -employee binding) notes that only 16% of the employees feel strongly connected to their organization. Against this background, internal employee loyalty is more important than ever, especially to create loyalty and bond within the workforce.

strategic measures for employee loyalty

In order to minimize the fluctuation of employees, targeted measures are necessary. The strategies include well-structured career websites, recruiting videos and a strong social media presence. This not only promotes the positive external representation of a company, but also improves the candidate experience - i.e. the company's perception. The regular evaluation and optimization of the application process are also key elements to strengthen the employer brand and bind qualified workers in the long term.

In order to be able to survive in the current labor market, it is crucial to keep an eye on employee satisfaction. The best way to determine the wishes and needs of the employees about various surveys along the Employee Journey-from onboarding surveys to exit surveys that provide information about the reasons for exit.

The challenges are great, but with the right measures and a clear strategy for employee loyalty, companies can not only increase their attractiveness, but also establish a deeper connection to their employees. This is how you do good business and strengthen your position on the job market. Those who do not act run the risk of falling behind when looking for specialists.