How to manage personnel change in Hong Kong before it's too late

Chinese New Year is traditionally a time of change in the job market in Hong Kong and our research tells us that employers should expect increased movement this season.

Over the last five years, we have seen a change in the motivation that drives the career choices of secretarial and administrative staff in Hong Kong. From 2008 to 2011 the main driver for candidates was the search for a stable job; whether or not they were completely happy with the positon or salary, most candidates were just happy to have the security of a job.

But in 2012 we saw that candidates were far more confident than in previous years in Hong Kong and we believe this trend will continue in 2013, with increased expectations for their careers.

Candidates are now looking for a higher salary and a job that interests and inspires them. Aspirations have taken over their need for stability and now more than ever before, it is important to be the employer of choice to ensure you attract and keep the best employees.

Forewarned is forearmed and now is the time to bring change management skills into play. First spot the employee who plans to resign; whether they mean to or not, many staff advertise their intentions to leave. Don’t ignore the signs:

• A sudden change in attitude for the worse – surliness, rudeness and indifference.
• Poor work ethic – not completing the tasks and jobs they are set.
• Gives short notice – a doctor’s appointment is the perfect excuse needed to go to a job interview at short notice.

If you do see these signs then chances are they will be handing in their notice soon. Be proactive: you can either solve the underlying problem or, start looking for replacement staff early so that you don’t get caught out.

First, consider whether you have an unusually high turnover - usually a turnover of more than once a year for a particular position - as this may indicate that there are problems with the salary package or the working environment.

If you are confident that your working environment - long hours, an overly-demanding boss - is not to blame, consider the salary package.

In 2012 our prediction of an average payrise of 10-15% proved correct and we expect it to be 15-20% in 2013. Salaries are on the rise so be sure that you are paying the going rate.

A word of warning; we do not recommend putting forward a counter offer if you discover a resigning employee has already been offered a position. In our experience, while 60% of candidates will accept a counter offer, if the underlying problems still exist they will return to the job market within just six months.

Whether you want to retain this particular staff member or not, a high staff turnover can have a number of consequences for an organisation including: high recruitment costs, low employee morale, lack of team identity and a reputation as a bad employer.

In this employees' market, being an employer of choice is critical for your company's success even at the secretarial level as a good secretary can free managers to do their job, whereas a poor secretary can hold a whole department back. As a recruitment agency, we see all too clearly how difficult it is to persuade high-calibre candidates to take a position with an employer with a poor reputation.

While Chinese New Year may traditionally be a time for change in the job market, it is also traditionally a time for spring cleaning and putting your house in order. If you want to attract and retain the best of staff in 2013, this is the time to become an employer of choice.