Which workers in the channel are most willing to leave their current company? According to the 2007 CMP Channel Salary Survey, it's the customer support managers who are likeliest to want a new job. One hundred percent of the customer support managers surveyed indicated they had at least one reason to be willing to take employment with another company.
Close behind customer support managers are sales managers, 95 percent of whom are open to considering other offers. Next are technical, engineering and consulting staff at 91 percent, middle managers and customer support staff each at 89 percent, technical/engineering/consulting managers at 88 percent, and executive and corporate managers at 85 percent. The most loyal are sales staff, only 75 percent of whom are willing to consider leaving their current company.
The survey captured data on 831 individuals working today in the U.S. indirect IT sales channel. These businesses include value-added resellers, systems integrators, IT consultants, and others in the IT "partner" community. The survey ran for two weeks and concluded on September 17.
The No. 1 reason customer support managers cited as the main one they would leave their current company is that their total compensation package, pay and benefits, is not competitive. An astounding 36 percent of these individuals believe they are under-compensated. The second highest influence, with 21 percent citing it as their main complaint, is that communication from supervisors or management is vague, confusing or inadequate.
For sales managers, compensation is still the top issue but for fewer of them: 26 percent. The second most cited issue among sales managers, 21 percent of them, is the desire to become an owner or partner in a business.
Technical, engineering and consulting staff are more diverse in their main complaints. So, while their top complaint is the competitiveness of their package, only 23 percent of them cite it. What's nearly as much of a problem for this group is that the advancement opportunities in their company are inadequate for them; 19 percent say so.
Middle managers are nearly as dissatisfied with their compensation as customer support managers, with 31 percent of them naming this as their top reason to leave. For them, a distant second problem is lack of advancement opportunity. Only 16 percent of middle managers report that career path limitations are the top reason for them to leave.
Customer support staff seem to feel the most hemmed in of any group measured in the survey. Among them, 33 percent want to leave principally because of limited career growth opportunities. This group is also likeliest to lack confidence in the long-term existence of their company; 22 percent say an apparently shaky future for the firm is their top reason to leave.
Technical, engineering and consulting managers also report their top concern is advancement opportunity, with 23 percent. Of slightly less concern is their compensation, cited by 21 percent.
Executive and corporate managers split the top reasons to leave, with 16 percent citing each, as retirement and compensation.
Although sales staff have the lowest propensity to leave the company their with now, nearly half of those who would leave (32 percent) cite compensation as the top reason.
An extensive analysis of the Salary Survey data will be released October 15, along with an online Salary Calculator at ChannelWeb.com.
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