Workers in the United States can’t seem to stay at the same job. In a trend that has been present for some years now, employee retention rates are quite low throughout most industries in this country. As a matter of fact, we can look all the way back to the June of the year of 2015 and see this trend in place, as up to two and a half million people, if not more than that, left their jobs within this one month – and this number only represents those who left their jobs on a voluntary basis, for that matter. This marked a growth in such activity of around 24% from the June of the year prior, a considerable jump over the course of a mere 12 months.
In many ways, it is the Millennial generation that is spear heading this trend. After all, this generation is now known, to many people, as the job hopping generation. And this is a name that is backed up, as up to 60% of all Millennial employees have said that they would take a new job if it was offered to them and if it offered them something better than what their current job does. Therefore, it is clear to see that the focus is more on personal growth and not so much professional growth within just one company, a trend that was much more common in years – and generations, for that matter – past.
But though it’s Millennials that are so willing to leave their jobs behind in favor of new ones, it is not the fault of Millennials at all that this is the case. Unfortunately, there are many issues within today’s workforce that are causing many of these issues with job retention rates and the like. For one thing, most people feel that they are not being motivated to do their best work while on the job. As a matter of fact, this statement is one that holds true for up to 80% of the total working population of this country, with a scant one fifth of all employees actually feeling that they are motivated enough to be doing their best work. Therefore, it is easy to assume that employee productivity and quality of work might also be suffering.
Fortunately, there are steps that can be taken to at least smooth over this problem, if not fully do away with it. For one, you can institute some kind of employee recognition program, as the success of most employee recognition programs is quite high. As a matter of fact, up to 86% of all companies who have put such a program into place have found them to be effective at improving overall rates of employee happiness. And when employee happiness is on the rise, so too will be rates of employee productivity and employee quality of work, two key factors for any workplace environment.
Hiring a start up HR company can also make a difference in a number of ways. For example, the work of a start up HR company or even job placement agency can help any given company to incorporate higher rates and levels of overall diversity. After all, diversity in the office space is hugely beneficial indeed, as any start up HR company or outplacement consulting service will be able to attest to. As the average start up HR company knows, even just good levels of gender diversity alone can improve overall employee output by as much as 15% in comparison to companies where such diversity is not present. And the start up HR company knows that ethnic diversity is even more beneficial, improving company performance rates by as much as a full 35% in comparison to a company where ethnic diversity is, again, not present or present in only a very minor way. At the end of the day, therefore, the work of a start up HR company to introduce more diversity into your working world is one that will only be largely beneficial when all is said and done
All in all, there are steps to take to fix the problem.