Developing A Better Understanding Of Employee Retention

If we’re looking at the working world of the United States, it is easy to see that not everyone is happy within it. In fact, far too many people have some very real complaints about their working situations. And these issues, if not addressed, are leading to and will continue to lead to some very real consequences for businesses found all throughout the country.

For instance, the issue of employee recognition and support is a major one. After all, more than 30% of all top executives surveyed said that poor objectives for performance proved to be a driving force behind many of the issues faced in the modern workplace. The data is further backed up by the fact that only just a scant one fifth of the total working population actually currently feels that they are supported by their superiors and encouraged to do their best possible work. In the absence of this, as is the case for the vast majority of the working population, it is all too easy for apathy to take root – and for overall work performance and product produced to suffer greatly as an end result.

In addition to this, poor hiring practices can lead to a whole host of other issues – but namely in hiring people who are not suited to the job in question. This is the main issue for more than one third of the above surveyed top executives, and has become a prevalent problem in many different industries throughout the country. People are not being hired with enough care and consideration as is really necessary – and they are often not even being on boarded in the ways that they should, using the practices and strategies that would set them up for the most success in the long run. The lack of this is a starkly apparent one.

And all of these problems have led to serious issues with employee retention rates. For instance, the June of 2015 alone saw more than two and a half million people leaving their jobs on a voluntary basis. This marked a more than one quarter increase from the data gathered just two years in the past. And the problem has only worsened in the years since. In fact, millennial workers are now known as the “job hopping generation,” a title given due to the fact that up to 60% of all millennial employees are willing to take a new job at the drop of a hat, should the opportunity present itself readily.

Fortunately, there are steps that can be taken to rectify – or at least mitigate – these problems. For instance, hiring employment agencies specializing in human resource needs is a good first step. These employment agencies specializing in human resource needs will help to ensure that the people who are hired or who are even just considered for the open role are a good fit for it. Employment agencies specializing in human resource needs will ensure that someone is not hired to a role that they won’t succeed in, making the work of these employment agencies specializing in human resource needs very important and largely beneficial indeed.

And in addition to employment agencies specializing in human resource needs and other such outplacement consulting companies, it is clear that instituting programs within the company itself is something that will prove largely beneficial indeed. As a matter of fact, simply just putting some kind of employee recognition program in place will be hugely helpful, as more than 85% of all companies who have utilized such programs have reported success – namely in the growth of overall employee happiness. And when overall employee happiness grows, so too will overall employee retention rates, as you might have already guessed. Other changes, such as improving work performance and boosted productivity, would not be uncommon to see as well.

From employment agencies specializing in human resource services to restructuring consultants working for restructuring consulting firms, there are a great many changes indeed that can be made to better the problem of employee retention. Even though the problem as a whole will take a good deal of work to fix, even small changes matter.