Source URL for stat listed in point 1: http://www.gallup.com/opinion/gallup/216155/reasons-why-employee-engagement-programs-fall-short.aspx
Source URL for stat listed in point 2: http://www.equifax.com/business/workforce-insights/turnover
Source URL for stat listed in point 3: https://www.huffingtonpost.com/julie-kantor/high-turnover-costs-way-more-than-you-think_b_9197238.html
Source URL for stat listed in point 4: http://www.gallup.com/businessjournal/188399/retaining-employees-money-matter.aspx?g_source=RETENTION&g_medium=topic&g_campaign=tiles
Source URL for stat listed in point 5: https://www.shrm.org/hr-today/news/hr-magazine/0616/pages/0616-trust-in-leaders.aspx
Source URL for stat listed in point 6: http://news.gallup.com/businessjournal/182792/managers-account-variance-employee-engagement.aspx
of workers worldwide
Establishing a peer to peer
recognition program in which
employees at all levels of an
organization can recognize one
another for their accomplishments
can reduce turnover and increase
employee engagement by 571%.
of senior management believes
that turnover is an urgent issue.
Showing senior leaders statistics indicating increased
absenteeism, delays in project execution, and the total cost or
replacing departed employees can go a long way in convincing
them that turnover should be addressed immediately.
High employee turnover directly impacts your bottom line and gives
your competition another way to be ahead of the game. Avoid
decreased productivity by addressing employee wants and providing
frequent recognition before they even consider heading out the door.
A new employee can take up to
to reach the same level of productivity
as an existing staff member.
Employees will stay at a company that is honest about the state of their
organization. Build trust in your organization by embracing transparency at
all levels. Hold town halls, conduct pulse surveys for actionable feedback,
and encourage your employees to speak their mind.
don’t trust their
Disengaged employees leave companies, so investing in training
managers how to effectively engage a team can help ensure your
top talent isn’t looking to leave. People don’t want managers, they
want coaches that will develop their skills, recognize their
accomplishments, and encourage growth opportunities.
Managers account for
in employee engagement.
Your employees are looking for career
development opportunities where they
are; otherwise, they will seek them
elsewhere. Consider surveying your
employees frequently and continuously
to understand their personal needs and
wants concerning learning and
development, mentorship, and
say they would consider taking a job
with a different company for a raise of
Check out these best practices to
help address employee turnover
6 stats that speak to