Taking A Closer Look At Issues With Job Retention
As any human resources recruiter or professional working at a job placement agency will be able to tell you, there is a problem with job retention here in the United States. This claim is one that is very much backed up by factual evidence, which shows that more than two and a half million people willingly left their jobs (at the time) by the time that we had reached the June of 2015. This marked a considerable uptick in such behavior in comparison to years prior and is a trend we have seen continue in the nearly half of a decade that has followed since.
Much of this activity can be traced back to Millennial employees, who have become known as the “job hopping” generation. This name is not without some validity, as up to 60% of all Millennial employees here in the United States have stated that they would be readily willing to leave their current jobs if they were offered one that was better in any number of ways. But though many are quick to point their fingers at Millennials for a wide array of things, this behavior is not something they are inherently at fault for. Unfortunately, there are many reasons that job retention has become such a difficult thing to acheive.
For one thing, far too many employees do not feel supported and encouraged in their roles and in the place that they work. As a matter of fact, only around 20%, a mere one fifth, of all currently employed people actually think that their superiors push them and encourage them to work to their full potential. And without this push and support, it is all too easy for people to develop apathy and disinterest in the work that they are doing. Not only does this harm employee retention rates, but it also has a negative impact on actual work performance as well, both in terms of quality and productivity.
Fortunately, there are some small changes that can end up making a big difference in such matters. For one thing, even an employee recognition program can help. And help such programs do, as up to 86% pf all businesses who have tried such a program have noticed a considerable increase in overall employee happiness. And when employees are happy, employee retention rates are much more likely to improve. Of course, overall productivity and quality of work are also likely to see an uptick, two very important factors in cultivating a happy and successful office space.
Simply hiring the right person for the job can also have a big impact on overall employee retention rates. After all, up to 36% of all surveyed top executives feel that making poor hiring choices is the top reason that employee retention rates are so very low. Fortunately, hiring people like human resources recruiters and even outplacement consulting companies can help to make a difference. Human resources recruiters can help you to refine the hiring process and these human resources recruiters can help to place you with the professionals you need to make this a reality. In many ways, human resources recruiters serve a very valuable role indeed – certainly not one that should ever be overlooked in any way. Thanks to the work of the typical human resources recruiter – and of human resources recruiters all throughout the United States – a considerable change is starting to be seen in hiring processes and employee retention rates throughout the country in its entirety.
At the end of the day, there is no doubting that there are issues in our working world. Fortunately, from human resources recruiters to employee recognition programs and beyond, there are many steps that we can take to mitigate such issues and – hopefully – drastically improve our employee retention rates. Though even small steps can make a big difference when it comes to improving overall employee retention rates, there is no doubting the fact that considerable change now needs to be made. But these changes that are being made all throughout the workforce are most certainly ones that will more than pay off at the end of the day.
