There are many issues that have led to the poor employee retention rates seen all throughout the United States, this any given human resources recruiter will know. After all, as any human resources recruiter can tell you, the data that has been gathered on the subject is quite clear. In fact, this data has shown that up to 60% of all Millennials in the workforce have stated that they would leave their current position if offered a better one. It is for good reason, therefore, that they have earned the title of “the Job Hopping Generation.”
But it is not the fault of the Millennials themselves but rather a workforce that has let them down. All too frequently, people are leaving their jobs on a voluntary basis because they are not getting what they need out of the work space in question. After all, only just 20% – a mere one fifth – of all employees found throughout the entirety of the United States actually feel that they are being encouraged by their superiors to do their best work. Unfortunately, this means that the vast majority of the working population is stuck in a workplace where little of this exists, something that feeds directly into the growing rates of employee turnover seen in so many different industries and fields of work.
Another problem lies in the commonality of a poor hiring process, something that can be attested to by many a human resources recruiter or anyone working for outplacement consulting companies. After all, if you hire the wrong person for the job, it is unlikely that this hire will work out in the long term – or at least far less likely than if you had had a more careful hiring process (perhaps with the help of a human resources recruiter or outplacement service). In fact, a poor skills match is something that up to 36% of all surveyed top executives believe is the main reason for high rates of employee turnover, followed only by a lack of organization and unclear performance objectives for employees, no matter what line of work they might be in.
But hiring someone like a human resources recruiter or rescructuring consultant can help. Fixing the hiring process can, after all, solve many of the problems found within the company as well. And fixing the hiring process, of course, must go hand in hand with fixing the on boarding process. On boarding should be thorough and complete, with the requisite resources devoted to it. Simply having a high quality on boarding process can actually, after all, prolong the length of time that the typical employee will stay with the company. Therefore, it is certainly not something that should be overlooked in any way.
And improving employee morale is also possible just through the start of an employee recognition program. Employee recognition programs of all kinds are growing more and more popular all throughout the United States. These employee recognition programs, after all, have been quite successful indeed, something that is yet again supported by the data gathered on the subject. In fact, this data shows that more than 85% (around 86%, to be just a bit more specific) of all companies have success in raising overall levels of employee happiness when they put some type of employee recognition program into action. At the end of the day, this just goes to show that even smaller scale changes can have a big impact on the overall success of any given company.
The problem of employee retention and employee turnover rates is certainly a daunting one. After all, there are so many different facets of this issue to consider that it can all too easily feel very overwhelming indeed. Fortunately, there are many changes to be made that can help this issue, from hiring a human resources recruiter to even just putting an employee recognition program into play. Even just the smallest of changes has been found to have the potential to impact things in a profound and meaningful way and so therefore even these small changes cannot be written off in the push to improve employee retention.
