Unprecedented movement at all levels of the job ladder is coming, according to a survey reported by Reuters, the international news organization. The survey conducted at the end of 2009 of more than 900 employees by a division of Manpower, Inc., indicates 60 percent of employees intend to leave their jobs this year and a further 21 percent are thinking about it.

Reasons cited for the mass move include dissatisfaction with compensation and a feeling that, as companies trimmed costs to stay operational during the downturn, workers felt neglected and frustrated
So what can employers do to prepare? Following these steps to assess your own internal employee landscape and putting plans in place for all eventualities is the smart thing to do:

1. EMPLOYEE SATISFACTION SURVEY: if you haven’t taken the temperature of your workforce lately, you really should. Like your business, your staff has been through a lot with both the worry and realities of the recent recession. Implement a business-wide survey that asks employees to rate aspects of their daily work including their current level of motivation, personal satisfaction with compensation and advancement opportunity and overall job satisfaction. The survey can be conducted anonymously or implemented by an outside organization to help employees speak more freely.
    
2. MANAGER ROUNDTABLE: solicit the input of your mid level managers or appropriate surpervisors in reporting the mood, motivation and feelings of the workforce. Involving them in the investigation process will help to unearth information you need as well as make them feel more valued to management.
    
3. FAST TRACK REVIEWS: most companies set reviews at one or two times during the fiscal year. Think about implementing an additional ad-hoc review that can be positioned as a platform for open discussion following change and transition during the recession. It will provide an opportunity to check the company mood and also identify high performers at risk of leaving the company before they leave.
    
4. PREPARE FOR FLIGHT: even if you do everything right, odds are that some executives and employees will leave your company. Identify who – and what positions – are at risk and work with an external search consultant to prepare to recruit at those levels. Even as your own employees move, there will be a lot of talent on the market moving from other firms.