Considerations For Bettering Employee Retention Rates In The United States

Unfortunately, recent years have shown a clear problem with employee retention rates all throughout the United States. The data that has been gathered on this subject certainly does not lie. After all, it shows that around 2.5 million (even more than, as a matter of fact) employees left their jobs on a voluntary basis by the time that the June of 2015 had drawn to a close. This marked an increase in such behavior of up to one quarter in comparison to the June of just two years preceding. And in the time that has followed since, this is an issue that has only continued to remain prominent.

After all, Millennial employees are not referred to as the “job hopping generation” for nothing. As a matter of fact, more than half of them (around 6 out of every 10) are more than willing to leave their current places of work if it means that they are able to get a better job elsewhere. But while it might be easy to place the brunt of the blame directly on the Millennials themselves, this would not be a particularly fair thing to do. After all, there are certainly many factors indeed when it comes to why people leave their jobs – and why job retention rates have become so overwhelmingly problematic throughout just about the entirety of the American workforce.

For one thing, far too few employees feel that they have been adequately supported by their superiors, something the executive HR search firms and other such human resources executive search firms are becoming more and more aware of. In fact, only around one fifth, a mere 20% of all employees feel that their bosses provide them with the encouragement to be doing their best work. Therefore, it is easy to see how issues surrounding apathy can become quite prominent indeed.

Fortunately, there are steps, often recommended by organizations like executive HR search firms, that can be taken to combat this issue. For instance, simply putting an employee recognition program of some sort into place can have a tremendously positive end result. As a matter of fact, executive HR search firms and other such organizations have found that such programs can increase employee happiness dramatically, something that was reported by more than 85% (around 86%, to be just a bit more specific) that tried out such measures of improving the overall workplace. And when employee happiness levels are higher, it is far more likely that said employees will be producing their best work – and more of it too, for that matter.

Of course, executive HR search firms can attest to a number of the other issues facing places of work in the United States as well. For instance, a lack of diversity can cultivate a less than ideal workplace. Fortunately, diversity initiatives have been ensuring that workplaces are becoming more and more diverse with each passing year. And, as many already know, the impact of diversity is certainly a largely positive one, something that has been backed up by the information gathered on the subject. For instance, it has been found that if a company is gender diverse, it can outperform less diverse companies by as much as 15%. And when a company is ethnically diverse, it can do the same – but by as much as a full 35%, certainly an impressive number by just about any standards.

At the end of the day, executive HR search firms are well aware of the fact that issues of retaining employment are not all that easily solved. After all, the issues are so multi-faceted that this should only be expected. Fortunately, however, we have already been able to identify a number of the problems that are driving these issues – and how we might be able to solve them both in the short term as well as in the long term. Ultimately, executive HR search firms can play a prominent role in this in all of the ways that they can help companies, from hiring to restructuring and beyond. For many people, hiring such professionals is well worth the cost.

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