MENLO PARK, CA -- Job seekers don’t mind setting their sights on greener pastures even while on their current employers’ payrolls, according to executives interviewed recently. Three-quarters (75 percent) of respondents said they would be comfortable looking for a new job while still working. This compares with 69 percent in a 2002 survey.

The national poll included responses from 150 senior executives from human resources, finance and marketing departments with the nation’s 1,000 largest companies. It was conducted by an independent research firm and developed by Accountemps, the world’s first and largest specialized staffing service for temporary accounting, finance and bookkeeping professionals.

Executives were asked, “How comfortable would you feel looking for a new job while still employed?” Their responses:

“Top performers will always be in demand, and employers should make retaining key staff an ongoing priority,” said Max Messmer, chairman of Accountemps and author of Human Resources Kit For Dummies®, 2nd Edition (John Wiley & Sons, Inc.). “The savviest companies never stop ‘re-recruiting’ people once they’ve been hired. These organizations regularly sell top performers on their employment with the firm before they are tempted with an offer from a competitor.”

Messmer emphasized that employers shouldn’t rest on their laurels when it comes to keeping their best team members. “The loss of star talent can hinder a company’s performance, and the current shortage of highly skilled professionals in many specialties makes replacing these individuals even more difficult.”

Accountemps offers the following advice for maintaining an engaged workforce:

• Say thanks. Performance-based bonuses are a key way to reward exceptional work, but also remember to say “thank you” either in writing or in person for a job well done.
• Celebrate achievements. Honor employees’ accomplishments in the presence of their peers. Recognizing staff can enhance morale while highlighting exemplary behavior.
• Provide growth opportunities. One of the most common reasons people leave a company is a lack of advancement opportunities. If you’re not in a position to offer a key employee a promotion, assign projects that will expand the person’s skill set and help the individual meet valuable contacts within the organization.
• Foster professional development. Help team members expand their knowledge by offering access to training opportunities or reimbursing them for fees associated with obtaining a professional certification.
• Ease the strain on overworked staff. Be responsive to signs that your employees are facing overload. Don’t wait until they reach the breaking point to bring in additional temporary or full-time professionals as needed.

Accountemps has more than 360 offices worldwide and offers online job search services at www.accountemps.com.