The normal consensus is nobody loves to lose a thing of value, right? It’s for a good reason. There is an overwhelming feeling of “going back to stage one” when that happens. A rare quality that could stem from an objective or sentimental point of view is precious because of the time, resources, and attachment to the subject or object.
The same ideology reflects the business point of view from human relations (HR) that delves into the advantages and disadvantages of losing an employee. The ability of a business owner to command loyalty and keep his employees within a set time frame is referred to as employee retention. Let’s take a look at the mind-boggling statistics.
Pivotal Stats on Employee Retention
- Recent research shows about 94% of employees are more likely to stay if business owners send employees to long-term training and courses.
- A business owner will certainly lose about 33% percent of the employee’s yearly income when they are replaced.
- Interestingly, 87% of human relations leaders concur that improved employee retention is paramount to business owners.
- A business owner stands a chance of improving their profit margin when employee retention is made a focal point.
- Employers in the public sector have a high employee retention rate compared to those in the private sector.
- 21.5% of employees whose efforts weren’t appreciated had done onboarding and sought new employment.
Overview of Retention Statistics Necessity for You
A low retention rate is influenced by varying factors that must be brought to your attention. Listing the basic agents that affect this cannot be over-emphasized.
1. One-third of New Employees Quit After 6 Months.
About 3 to 4.5 million workers quit their jobs in the US, with 94% stating they preferred to stay on the job if their employers offered training seasons and courses. This research shows besides what staff is paid as their wages, they also see the importance of equipping themselves with the knowledge that will the future.
2. 50% of Employers Leave Their Jobs Because of Burnout.
The prevalence of employees’ working conditions needs to be brought to your attention. The major complaint is most staff are overworked, leading to severe stress and fatigue known as BURNOUT. Of course, there is a limit to the threshold for both physical and mental stress, and once that limit is crossed, a worker seeks an alternative job or quits before searching for one. What’s alarming is that half of the employees who left do so for this reason.
3. Lack of Respect and Trust.
26% of workers exposed to a lack of respect among their colleagues are likely to quit their jobs, while 61% made it known that trust between themselves and their superiors meant a lot to them. These factors can create a toxic environment, and the staff could decide to leave because their mental health is at stake. Confidence and morals greatly influence the employee’s work output, which could translate to better profit margins for the worker and the business owner.
4. Over 57 Percent of Disgruntled Employees Quit Because of Their Managers.
Feedback from the employees is difficult to achieve because the manager has the power to influence the work environment both positively and negatively. Consequently, companies have lost good and devoted workers because they perceive the manager as toxic. Workers rarely have channels for employees to give reviews about their managers. It needs to be addressed to achieve employee retention.
5. 93% of Young Professionals Left Their Previous Jobs Because of a Lack of Challenge.
Due to the younger generation having more adrenaline, they yearn for new challenges. They want to take up new challenges, which could be viewed as a dedication to work and wanting to give more. Business owners must find the right challenges to find equilibrium in work-life dynamics.
6. The Turnover Rate Skyrocketed to a Monumental 20% in 2021, Twice the Rate in the Previous Year.
Covid-19 had a devastating effect on the economy of the world. Business owners found it extremely difficult to retain their staff as revenue was drastically reduced. To survive, many employees were sacked to stop their business from sinking. The turnover rate was exceptionally high in March of the previous year, mainly because of the fear factor of the novel disease.
7. The Relationship Between Colleagues Matters More Compared to Bosses.
Recent research shows an employee’s happiness is 23.3 percent more dependent on their relationship with colleagues than their bosses. A working environment where colleagues see themselves as another extension of a family unit has a high retention rate. It encourages loyalty and gives a reason not to leave.
8. Transparency can Improve the Employee Retention Rate.
In our day-to-day life experiences, trust is an integral part of any legal business. When it comes to the relationship between an employer and an employee, transparency or honest communication link has a soothing effect on the worker. Such a relationship goes a long way to build loyalty from the staff and is directly involved in job security. No connection whatsoever can thrive without trust.
Essential Employee Retention Statistics
9. Almost 80% of Workers Will Consider Another Job When They Have a Bad Day in the Office.
Emotion poses a big issue that business owners have to contend with. Business owners mostly overlook the individual threshold for pain or stress. Reaction to a stressful scenario varies between individuals and can affect the company’s progress. Knowing what challenges to give to specific employees goes a long way toward reducing BURNOUT. Consequently, almost 80% of employees will likely start looking for another job when they experience a bad day at work.
10. Almost 80% of Employees Will Decline an Upgrade in Wages With a Work Ethic They Don’t Agree With.
An emotional employee will not consider turning down a lucrative offer if the company’s work ethic goes against their basic principles or personal ethics. Social norms and ethics go a long way in shaping how a person views life generally, including their expectation in certain scenarios.
11. Despite Numerous Factors, Wages Are Very Important to the Employee.
Research revealed that 44% of staff will leave their jobs for a 20% wage increment for another business owner. Business owners’ decision highly influences the dynamics of the employees, known as THE GREAT RESIGNATION. Certainly, it has to be compared between increasing the employee’s wages to 20% or bearing the cost of low employee retention that comes with a price.
12. Despite the Increase in the Employment Rate, the Turnover Rate in 2021 Was 47.2%.
As much as the employment rate is rising, the turnover rate is of great concern. This exceeds the turnover rate 2018, 44.5%, and the employee rate was 45.1%. 56.8% of turnover in 2020 is the highest in recent times.
13. 28% of Employees Are Aligned With the Company Policies Due to Transparency.
Many research efforts have revealed that employees need to be fulfilled in their work to command loyalty. When a staff connects with the company’s policies, it brings out the best in the employee and goes a long way to maintaining a life-work balance. When the employee’s goals are the same as the company’s, a symbiotic connection is established between the staff and the company. The company’s profit margin can be multiplied four times in some cases.
14. About 45% of US-based Employees Have an Eye for Better Jobs.
Many employees are holding on to their jobs not because the job commands loyalty or meets their financial and otherwise expectations. They do so because they are still awaiting another owner’s better offer.
15. Working Remotely is Known to Reduce Turnover by 25%.
Working remotely has improved the employee’s output toward the job. There are a lot of factors that contribute to this. Life-work equilibrium is almost perfect because employees work from their comfort zone and give their best. 68% of remote employees are satisfied and rarely seek other job opportunities.
16. 60% of Business Owners Don’t Include New Staff in Their Goals.
Only about 40% of businesses make it a priority to carry their staff along with the goals and policies of the company. The rest don’t care or consider the benefits this will have in the business in the long run. Hence, there are a lot of disgruntled employees who don’t see a future in working with the establishment.
The cost of changing staff without considering its serious impact on resources and the profit margin of the business owner should be taken seriously. People are in business mostly to make money. So, all factors hindering this goal should be avoided at all costs. Many employers are not satisfied with the revenue from their businesses because they don’t fathom the devastating effect of sacking experienced employees and replacing them with new ones.
What is work-life balance?
How does employee attitude affect work input?
Does empathy improve employee retention?