Mahmoud Ahmad A recent survey conducted by global HR consulting firm Mercer revealed that up to one-third of working Saudi nationals surveyed say they intend to leave their employer within three years. The study surveyed both employers and employees across the Kingdom. According to Tom O'Byrne, head of Mercer's business in Saudi Arabia, it is a wake up call for employers in the Kingdom. This survey included a sample of 116 HR managers and senior executives along with more than 400 Saudi employees — both men and women — from a wide cross-section of businesses. The findings of the study is seriously alarming because one in four Saudi men and one in three Saudi women are planning to leave their current employer within one-three years; up to 17 percent among younger employees stated they planned to stay less than 12 months. Why is there such a large turnover? This, especially with the need for jobs high among the younger generation, and the impact of the growing population in jobs and job security. Will not the rate of turnover impact businesses themselves or the future career path of the youth willing to jump horizontally — from job to job — without gaining experience and training in a particular field? One thing is that it seems there is a clear gap in the relationship between the employer and Saudi employees in the private sector. Both sides are not connecting. This, however, does not exist in the government sector as the Saudi employee is protected by the system. The terms and conditions to fire a Saudi employee in the government sector is so stringent that invariably they are left to their own devices if they do not pull their weight. That's why often the employees remain in the government job because it is secure, even though the employee is less productive. Though, in the private sector, the same rules are applied as Saudi employees are protected by the Labor Ministry, the private sector can make the job so undesirable that the employee is forced to leave. An employer in the private sector is forced to hire Saudis to fulfill his Saudization quota. If an employer feels that a Saudi is forced on him, do you think that he will give them the proper training at job or even make him feel useful and productive? How then can we expect a young Saudi in a private sector to shine at his work and ask him/her to be more productive when they feel they are treated badly by their employers, not asked to take initiatives and in many cases they are deprived from being trained or sent to courses to develop them at their job? This excludes the expat workers who are usually recruited on a work visa and most of the time it is very difficult for them to change jobs. Many employers could give them a hard time, knowing fully well that the odds are stacked against the expat employee. It is as hard as someone sailing in the ocean without getting wet. Most of them suffer from low wages and are deprived from promotion or training and they cannot complain about it. But same is not the case with Saudis. There are Saudis who will jump from one job to another for SR100 increase in their salary. However, the vast majority would not change jobs and will remain longer at their jobs if there is a clear career path and good training. I remember a story I read sometimes back of a young Saudi who joined a private company through the Saudization program. He was happy with the job and was looking forward to start a new career life. He was shocked to see the strange treatment he received from his immediate supervisor, who was an Arab expatriate. He was totally isolated at his desk. He was not given any task to do. Basically he was forced to stay unproductive at his office. It was clear that they wanted to force him to resign. When he went to the owner of the company, who was a Saudi, he just listened but did not do anything to help him. This is not a case in isolation, for there are many other cases out there. Once an employee finds appreciation, development and a sure career path, there is no way that he/she will change jobs, or at least it will be a difficult decision that he/she will have to make after careful consideration. Most Saudi employees in the private sector feel there is a lack of trust about their capabilities. They believe, that most employers have doubts about the professionalism of Saudi employees. Then the employees believe they are discriminated against when it comes to salaries, promotion and training. Many managers of companies in the private sector tend to play dirty thereby forcing the Saudis to resign. What would a young Saudi employee would do when he/she sees there is no future at the company they are working in. They will jump the moment they see another opportunity. Saudi employees have known to stay put in their jobs where they have found satisfaction. Even if they are lured by big bucks, they weigh the option of staying on because of the environment that allows them to learn as well as grow. It is only this that will help build loyalty between the employees and the employers in the private sector. The day they believe that the employment of a Saudi is not burdensome, will be the day the private sector would instill confidence in a Saudi employee, and that in turn would create brand loyalty and less turnovers. It is the job of the employers to instill this confidence, and it is the job of the employees to win that confidence with initiative, diligence and hard work. Unless the two meet at this common point, the rise of the turnovers would not be stemmed. Though the signs are alarming, it is early days. The private sector can still turn things around by ensuring that there is a clear career path and development for Saudi employees such that they contribute to the growth of the sector and the country. — Mahmoud Ahmad can be reached at [email protected]
