RALEIGH – A new study from staffing firm Robert Half says eight out of 10 CEOs are worried about retaining their workers in the midst of a strong jobs market – and 43 percent of workers say they are thinking about quitting.

Of those thinking about moving on, 43 percent say they want more money or better benefits and additional paid time off to stay where they are.

In Raleigh, the survey found that 46 percent of what Robert Half describe d as “professionals” said they “plan to look for a new job in the next 12 month.”

The biggest reason? Near;y half said more money. A promotion and more time off came in next at 19 percent each.

The survey comes just as new data showing that CEOs at public companies in the S&P 500 make some 287 times what employees make. And another study points out that CEO pay has increased  1,007.5% for CEOs since 1978, compared to 11.9 percent for their workers.

CEOs earn 287 times what workers make; 7 NC firms are at or above that ratio

With the jobless rate at record lows and millions of open jobs to fill, corporate executives are challenged to recruit and retain employees.

A total of 81 percent of CEOs are worried about retention with 33 percent saying they are “very” concerned and 48 percent saying they are “somewhat” concerned.

Employee views

In the survey, workers who plan to look for a new job were asked, “What is the one thing that would convince you to stay at your current job?”

Responses:

  • More money, 43%
  • More time off/benefits, 20%
  • Promotion, 19%
  • New boss, 8%
  • Nothing would convince me to stay, 10%
Management views

Senior managers were asked, “Which of the following retention strategies, if any, does your company use?”

Responses:

  • Increasing communication with employees (e.g. town hall meetings, employee engagement surveys, 46%
  • Improving employee recognition programs ,41%
  • Providing professional development, 41%
  • Enhancing compensation and benefits, 40%
  • Providing reimbursement for ongoing education, 33%
  • Facilitating mentorship programs, 26%
  • Working with interim staff to prevent full-time employees from becoming burned out, 24%
  • None, 7%

However, offering more pay wasn’t at the top of their list. Their responses when asked what they would do to keep workers, they said:

  • Increasing communication with employees (e.g. town hall meetings, employee engagement surveys, 46%
  • Improving employee recognition programs, 41%
  • Providing professional development, 41%
  • Enhancing compensation and benefits, 40%
  • Providing reimbursement for ongoing education, 33%
  • Facilitating mentorship programs, 26%
  • Working with interim staff to prevent full-time employees from becoming burned out, 24%
  • None, 7%

(Note: Multiple responses were allowed)

“In a tight employment market, workers have more options, and the grass may look greener somewhere else,” said Paul McDonald, senior executive director for Robert Half. “Employers can help prevent turnover by learning what motivates their most valued employees and customizing their retention strategies. While money is an important motivator, benefits or growth opportunities are also strong enticements.”

Read more about the survey online.

$18 million: Average compensation for top 10 CEOs at public companies in NC