Employee Retention & Engagement Statistics

  • 34.1% of American workers are engaged (Gallup)
  • 25% of employees are highly engaged, 40% are moderately engaged (Aon Hewitt)
  • 49.5% of employees are “not engaged” and 16.5% are “actively disengaged” (Gallup)
  • 29% of millennials are engaged at work, 16% are actively disengaged, 55% are not engaged (Gallup)
  • US companies improved employee engagement from 63% in 2014 to 64% in 2015 (Aon Hewitt)
  • 74% of all workers are satisfied with their jobs; 66% of those are still open to new employment (Jobvite)
  • 37% of employees indicated they were “very satisfied” and 51% “somewhat satisfied” with their jobs (SHRM)
  • 86% of employees say they’re at least somewhat happy with their jobs, 43% are very happy, just 4% very unhappy (Staples)
  • 67% of employees are extremely or very satisfied with their jobs (Aflac)
  • Engagement levels are consistent across every generation (Modern Survey)
  • $11 billion is lost annually due to employee turnover (Bloomberg BNA) (Commonly cited statistic, source link unfound)
  • Millennial turnover costs the U.S. economy $30.5 billion annually (Gallup)
  • Total turnover in 2014: 15.7% of the workforce (Compensation Force)
  • Total voluntary turnover in 2014: 11% of the workforce (Compensation Force)
  • 69% of hiring managers say voluntary turnover has not increased at their companies in 2016 (DHI Group)
  • 78% of businesses are more worried about a talent shortage than they were last year (Spherion)
  • 62% can’t afford to meet new salary increase demands even though they think it’s right to do so (Spherion)
  • Cost of replacing entry level employees: 30-50% of their annual salary (ERE Media)
  • Cost of replacing mid-level employees: 150% of their annual salary (ERE Media)
  • Cost of replacing high-level or highly specialized employees: 400% of their annual salary (ERE Media)
  • 44% of Millennials say, if given the choice, they expect to leave their current employers in the next two years (Deloitte)
  • 50% of Millennials (compared with 60% of non-millennials) strongly agree that they plan to be working at their company one year from now (Gallup)
  • 42% of millennials expect to change jobs at least every 1-3 years (Jobvite)
  • 26% of employees are liable to look for a new job during the next 12 months (up from 18% in 2015) (Spherion)
  • Industries with highest turnover in 2014: Hospitality (20.2%), Banking & Finance (13.3%), Healthcare (13%), Insurance (11.2%) (Compensation Force)
  • The industries with the highest employee engagement are heavy manufacturing and financial services (Modern Survey)
  • The industries with most disengaged workers at hospitality, government and light manufacturing (Modern Survey)
  • 29% of full-time state and local government employees are engaged at work (Gallup)
  • Companies that increase their number of talented managers and double the rate of engaged employees achieve, on average, 147% higher earnings per share than their competition (Gallup)
  • The average employee tenure is eight years, the annual turnover rate is 19% and the involuntary turnover rate is 8% (SHRM)
  • 45% of employees reported that they would be likely or very likely to look for other jobs outside their current organization within the next year (SHRM)
  • 45% of employees plan to stay at their jobs for at least another year (MetLife)
  • 1 in 3 workers will change jobs in the next 6 months (Saba Software)
  • 59% of US workers are likely to leave their jobs for new opportunities (Adobe)
  • 50% of employees who say they love their current jobs would still leave for a new opportunity if given the chance (Adobe)
  • 47% of Americans would leave for their ideal job even if it meant less pay (Adobe)
  • 50% of Millennial employees rarely think about leaving their organization to work somewhere else, compared to 54% of Gen Xers and 63% of Baby Boomers (Modern Survey)
  • Each year the average company loses 20-50% of its employee base (Bain & Company) (Commonly cited statistic, source link unfound)
  • 47% of workers report that they have had to replace more than 20% of their workforce during the past 12 months (Spherion)
  • States with the highest percentages of engaged employees: Montana (39%), Mississippi (37%), Louisiana (36%) (Gallup)
  • States with the lowest percentages of engaged employees: Connecticut (21%), New York (21%), Michigan (21%) (Gallup)
  • Cities with highest percentage of engaged workers: San Antonio (38.1%), Oklahoma City (37.6%), Riverside, Cali. (36.8%) and Tulsa (36.3%) (Gallup)
  • Cities with lowest percentage of engaged employees: Buffalo (23.5%), San Jose (24.7%), Minneapolis (24.9%), DC (25.9%) (Gallup)
  • 33% of senior leaders believe employee loyalty has a direct relationship to profits (American Management Association)
  • Customer retention rates are 18% higher on average when employees are highly engaged (Cvent)
  • 32% of US workers were engaged with their employers in 2015, up from 31.5% in 2014 (Gallup)
  • 16% of workers in the US are “fully engaged” (Modern Survey)
  • Only 13% of employees are engaged worldwide (Gallup)
  • 23% of employees are “Disengaged” (Modern Survey)
  • 21% of sales employees are “Fully Engaged” compared with only 13% of non-sales employees (Modern Survey)
  • The number of highly and moderately engaged employees in the U.S. increased from 55% last year to 57% this year (Temkin Group)
  • Only 1 in 150 employees who say their organization does not have a set of values are fully engaged (Modern Survey)
  • 33% of women are engaged with their employers, 28% of men (Gallup)
  • 63% of young females agree that employees should stay in their first job between 2-3 years, compared to 54% of males (Adecco)
  • 58% of women without young children would rather work outside the home (Gallup)
  • 47% of employees report feeling very loyal to their company (Metlife)
  • 53% of employees say they will be with their current employer one year from now (Mercer)
  • 31% say they changed jobs in the past three years (Gallup)
  • 21% of millennials say they’ve changed jobs within the past year, more than 3x the number of non-millennials (Gallup)
  • 93% of millennials left their company the last time they changed roles (Gallup)
  • 40% of companies are reporting loss of personnel as a top concern (SHRM)
  • 83% of employers believe attracting and retaining talent is a growing challenge (Allegis Group)
  • The top three challenges faced by HR organizations today are turnover, employee engagement, and succession planning (SHRM)
  • 67% of decision-makers say they’re more concerned about turnover at their organizations now than they were 12 months ago (Randstad)
  • 75% of companies agree it takes more time this year than last year to find the right talent to fill positions (Randstad)
  • 24% of workers say their employers are putting in less effort to retain them; 15% say they are putting in more effort (Spherion)
  • 80% of HR pros say that employee engagement is an important area of focus for their organization (Temkin Group)
  • 49% of HR leaders named retention and leadership development programs as the top priority among talent management goals (Saba Software)
  • Belief in senior leadership is the strongest engagement driver, growth & development is the second (Modern Survey)
  • 60% of HR leaders believe that their companies provide employees with a clear career path; just 36% of employees agree (Saba Software)
  • 32% of employers have seen an increase in retention as a result of increasing their educational requirements (CareerBuilder)
  • 25% of employers have seen an increase in customer loyalty as a result of increasing employee educational requirements (CareerBuilder)
  • 59% of employees say they can “grow and develop” at their organization (Modern Survey)
  • 27% of workers strongly agree that the feedback they currently receive helps them do their work better (Gallup)
  • Employees who are supervised by highly engaged managers are 59% more likely to be engaged (Gallup)
  • Engagement plummets to 2% among teams with managers who ignore their employees, compared 61% for teams led by managers who focus on strengths (Gallup)
  • 68% of employees say their managers aren’t actively engaged in their career development (Right Management)
  • Teams led by managers who focus on their weaknesses are 26% less likely to be engaged (Gallup)
  • Employees who believe that only obedience, predictability, deference to authority and competition with peers are valued are 32% less likely to be engaged, motivated and committed (Vitalsmarts)
  • 67% of employees who strongly agree that their manager focuses on their strengths or positive characteristics are engaged (Gallup)
  • People who use their strengths every day are six times more likely to be engaged at work, 8% more productive and 15% less likely to quit their jobs (Gallup)
  • Employees who believe their managers can name their strengths are 71% more likely to feel engaged and energized (The VIA Institute on Character)
  • 33% would change to more empathetic employers for equal pay, and 20% would switch companies for less pay (Businessolver)
  • Business units with high employee engagement have 28% less internal theft and 21% higher productivity (Gallup)
  • Highly engaged employees are:
    • 2.5 times more likely to stay at work late if something needs to be done after the normal workday ends
    • more than twice as likely to help someone at work even if they don’t ask for help
    • more than three times as likely to do something good for the company that is not expected of them
    • more than five times as likely to recommend that a friend or relative apply for a job at their company (Temkin Group)
  • Employees who are engaged and have high well-being are:
    • 42% more likely to evaluate their overall lives highly
    • 27% more likely to report “excellent” performance in their own job at work
    • 27% more likely to report “excellent” performance by their organization
    • 45% more likely to report high levels of adaptability in the presence of change
    • 37% more likely to report always recovering “fully” after illness, injury or hardship
    • 59% less likely to look for a job with a different organization in the next 12 months
    • 18% less likely to change employers in a 12-month period
    • 19% more likely to volunteer their time in the past month (Gallup)
  • Actively disengaged workers are nearly twice as likely as engaged workers to have been diagnosed with depression (Gallup)
  • 26% of employees admit to sharing sensitive information outside the company (Sailpoint)
  • 38% of employers say lack of qualified talent results in the most productivity lost within their organization (Aflac)
  • Higher workplace engagement leads to 37% lower absenteeism, 41% fewer safety incidents, and 41% fewer quality defects (Gallup)
  • On a monthly basis, actively disengaged employees have 2.17 unhealthy days, compared with 1.25 unhealthy days for engaged employees (Gallup)
  • An engaged worker aged 40-49 costs $127.76 per month in lost productivity due to unhealthy days, while an actively disengaged worker in the same age range costs $236.20—an 85% increase (Gallup)
  • 91% of highly engaged employees always or almost always try their hardest at work, compared with 67% of disengaged employees (Temkin Group)
  • 92% of employees said that they are at least “somewhat happy” (Spherion)
  • Companies highest performing employees have three things in common: talent, engagement, and 10+ years of service (Gallup)
  • 21% of employees who have been with one company for 10+ years are disengaged, more than any other tenure period (Gallup)
  • 33% of workers who have been with a company less than three years are engaged, compared with 29% of those who have been with a company 3-9 years and 30% of those who have been with a company for over 10 (Gallup)
  • Companies with engaged employees see 233% greater customer loyalty and a 26% greater annual increase in revenue (Aberdeen)
  • 55% of organizations have an explicit employee engagement strategy (Edelman)
  • Among those that do have a strategy, 86% of senior leaders are familiar with it, along with only 65% of managers and 38% of employees (Edelman)
  • The main factor in workplace discontent is not wages, benefits or hours, but the boss (Gallup)
  • 28% of employees would rather have a better boss than a $5,000 raise (Randstad)
  • 1 in 5 employees would prefer to receive a promotion (higher title included) without a 3% raise, rather than getting that raise without a promotion (BambooHR)
  • Nearly one-third of employees would rather be recognized in a company-wide email from an executive than receive a bonus of $500 (BambooHR)
  • 30% more of the workforce is satisfied when there’s even an informal recognition program in place (BambooHR)
  • 75% of employees receiving at least monthly recognition (even if informal) are satisfied with their job (BambooHR)
  • 36% of employees would give up $5,000 a year in salary to be happier at work (Randstad)
  • 35% of employees say their top motivations for changing jobs are the desire for work/life balance and higher compensation; 25% say it’s different work culture and wanting more challenging assignments (Right Management)
  • Millennials who feel they’re at a great workplace are 25 times more likely to plan a long-term future at that workplace (Great Place to Work)
  • 22% of people have changed jobs due to work/life balance issues (Staples)
  • Millennials (29%) report that higher salary is the biggest contributor to their loyalty, compared to 20% of the broader workforce (Staples)
  • 38% of employees cite work responsibilities and 30% cite work/life balance as leading contributors to their loyalty (Staples)
  • Senior executives are 50% more likely than individual contributors to be highly or moderately engaged (Temkin Group)
  • 28% of employees have considered leaving their employer and moving to a competitor within the last 12 months (Mercer)
  • 35% of employees report they will look for a new job if they do not receive a pay raise in the next 12 months (Glassdoor)
  • 39% of Americans say it is a good time to find a quality job (Gallup)
  • 51% of employed Americans say it is a good time to find a quality job, 33% of those who are not currently working agree (Gallup)
  • 39% of job seekers say it’s harder to find a job now than the year before (Jobvite)
  • 51% of students say it is a good time to find a quality job (Gallup)
  • 51% of Americans say now is a good time to find a good job in their local area (Gallup)
  • 51% of employees feel the expanding job market gives them more power to negotiate a higher salary, either with their current company or with another (Spherion)
  • 44% of job seekers are optimistic that they’ll be able to find a job that suits their skills and qualifications (Jobvite)
  • 63% of US workers say they likely would find a new job just as good as their current one if laid off (Gallup)
  • 48% of employees are confident they can find a job that matches their compensation level within six months of starting to hunt (Glassdoor)
  • 37% of employees have searched for jobs while at their current job (Jobvite)
  • 10% of employees think they’re not being paid what they’re worth so much that they’ll quit their job (BambooHR)
  • 33% of leaders at organizations with 100+ employees are currently looking for a job at another organization (Modern Survey)
  • 44% of employees say they would consider taking a job with a different company for a raise of 20% or less (Gallup)
  • Just 37% of engaged employees would consider leaving for a 20% raise or less, compared to 54% of actively disengaged employees (Gallup)
  • 50% of millennials say they would consider taking a job with a different company for a raise of 20% or less (Gallup)
  • Engaged Millennials are 26% less likely than millennials who aren’t engaged to say they would consider taking a job with a different company for a raise of 20% or less (Gallup)
  • 55% of managers and employees are either actively looking for a different job than the one they have now or watching for job opportunities (Gallup)
  • 34% of leaders are either actively looking for a different job than the one they have now or watching for job opportunities (Gallup)
  • 51% of employees are considering a new job (Gallup)
  • 34% of all employees are currently looking for work at another organization (Modern Survey)
  • 47% of employees are likely to look for a new job in the next year; 31% are extremely or very likely (Aflac)
  • 42% of Millennials are looking for jobs with other companies, along with 38% of Gen X and 22% of Boomers (Modern Survey)
  • 60% of Millennials are open to a different job opportunity (15 percentage points higher than the percentage of non-millennials) (Gallup)
  • 36% of Millennials report that they will look for a job with a different organization in the next 12 months if the job market improves, compared with 21% of non-millennials (Gallup)
  • Engaged millennials are 64% less likely to say they will switch jobs if the job market improves in the next 12 months (Gallup)
  • 22% of employees who are not getting promoted look to other companies for opportunities to advance their careers (BambooHR)
  • 27% of US workers plan to seek new employment in the next year (American Psychological Association)
  • 49% of Americans plan to spend six years or more at their current company (Finn Futures)
  • 56% of executives say promoting loyalty is “not a major focus, but valued nevertheless” (American Management Association)
  • 24% of executives say promoting employee loyalty was “never valued nor a major focus” (American Management Association)
  • 58% of employers who hire independent contractors agree that “non-employee contingent workers are not as loyal” (Burson Marsteller)
  • 26% of HR professionals say employees at their organizations have a strong understanding of the concept of employee engagement (Modern Survey)
  • Employee engagement programs can increase profits by $2400 per employee per year (Workplace Research Foundation)
  • 83% of employees said they planned to look for a new job last year (Salary.com)
  • 50% of employed job seekers see a current position as a placeholder, 28% view a current position as a stepping-stone, and another 22% view it as entry-level (Jobvite)
  • Organizations that have over 50% employee engagement retain over 80% of their customers (Demand Metric)
  • Employees who say their organizational values are “known and understood” are 51 times more likely to be fully engaged than an employee who responds that their organization does not have values that are known and understood (Modern Survey)
  • 78% said they would remain longer with their employer if they saw a career path with the current organization (Mercer)
  • 41% of employees said they would need to leave their current employer in order to advance their careers (Towers Watson)
  • 55% of American employees (76% of Millennials), expect to change careers – not just jobs – at some point (Cornerstone)
  • 42% of employees say they expect to have three or more careers in their lifetimes (Cornerstone)
  • 67% of America’s workforce who plan to change careers expect to do so within the next four years (Cornerstone)
  • 15% say it is very or somewhat likely that they will be laid off in the next 12 months (Gallup)
  • 89% of employees would consider a lateral move within their company, but only 27% of them would consider a lateral move to work for a different company (Cornerstone)
  • 66% of employees will first look to see if there is an interesting and open position at their current company before looking elsewhere (Cornerstone)
  • 38% of Gen X employees intend to stay at their current organization for 11+ years, compared to 23% for Millennials, 21% of Baby Boomers (Modern Survey)
  • 41% of employed workers over the age of 50 have spent two decades with the same company, including 18% who’ve stayed at least 30 years (Associated Press)
  • 25% of Millennials intend to stay at their organization for a year or less, compared to 13% of Boomers and Gen X (Modern Survey)
  • More than 60% of Millennials said that they plan to stay in their jobs for some time. However, over 25% admitted that they often thought about quitting their jobs (Boston College)
  • Top reasons why Millennials consider leaving their jobs: to make more money, to move forward in their careers, to pursue work that is more aligned with their passions, and to have more flexibility/better work-life balance (Boston College)
  • 82% of employees say they would be more loyal to their employers if they had flexible work options (Flexjobs)
  • 59% of Millennials say flexibility will improve productivity, 49% say it’ll improve their happiness (Staples)
  • Only 26% of Millennials feel like job hopping is the best way to advance their careers (Boston College)
  • Replacing a lost employee costs 150% of that person’s annual salary (Columbia University) (2009 statistic)
  • Declining employee loyalty is thought to harm organizations by causing low morale (84%), high turnover (80%), disengagement (80%), growing distrust (76%), and lack of team spirit (73%)  (American Management Association)
  • Replacing an experienced worker can cost 50% or more of the individual’s annual salary in turnover-related costs (AARP)
  • Businesses spend about one-fifth of an employee’s annual salary to replace that worker (Center for American Progress)
  • Total cost of replacing an employee estimated to be between 90% to 200% of his/her annual salary (SHRM)
  • 50% of organizations report difficulty recruiting for full-time, regular positions over the past 12 months (SHRM)
  • 30% of companies lost 15% or more of their millennial employees in the past year (Millennial Branding/Beyond.com)
  • 32% of employers said they have come to expect workers to job-hop (CareerBuilder)
  • 52% of companies report their employees are less loyal than five years ago (American Management Association)
  • 34% of companies focus on developing and retaining current employees (American Management Association)
  • 47% of Gen X would leave their current job for another offering more money and a more innovative environment (compared to only 42% of Millennials) (IBM)
  • 57% of Millennials believe corporate loyalty is dead (Elance/Odesk)
  • Millennials are roughly two times more likely to leave a job after two years, 1.5 times more likely after five years and half as likely to stay after 10 years, compared to Generation X and Baby Boomer respondents (Nielsen)
  • 43% of Millennials intend to switch jobs in 2015 (Aon Hewitt)
  • 82% of Millennials say they are loyal to their employers (but only 1% of HR professionals describe Millennials as loyal to their employers) (Beyond.com)
  • 83% of Millennials say they would prefer to work for one company for a long time (EdAssist)
  • 51% of Millennials imagine they will stay at their current job for four years or longer, if not until they retire (EdAssist)
  • 53% of CFOs say millennials are less loyal to the company (Duke/CFO)
  • 25% of Millennials say their top career goal is to “Make a positive impact on my organization” (compared to 21% of GenX and 23% of Baby Boomers) (IBM)
  • 52% of millennials say opportunities for career progression is the most desirable quality in a workplace, competitive wages and financial incentives (44%), good training and development programs (35%) (PWC)
  • 35% of employers trained low-skill workers and hired them for high-skill jobs in 2015, 33% plan to do the same this year (CareerBuilder)
  • 85% of new professionals/soon to be college graduates said employee treatment and welfare were what they look for in future employers (Nielsen)
  • 91% of Millennials don’t intend to stick with their job for more than three years (Future Workplace)
  • Half of all working Millennials believe “switching jobs helps you climb the corporate ladder faster” (MTV)
  • Only one in four Millennials have had more than four jobs in the last 10 years (Clark University)
  • Millennials plan to work for five different companies in their lifetimes (Millennial Branding/Randstad)
  • Millennials are no more likely than non-millennials to leave their jobs in the next six months (Oxford Economics)
  • 52% of Millennials think employee loyalty is overrated (Elance/Odesk)
  • 58% of Millennials plan to leave their jobs in three years or less (Elance/Odesk)
  • 53% of hiring managers say it’s difficult to find & retain Millennial employees (Elance/Odesk)
  • 56% of employers reported difficulty retaining high-potential employees and top performers (54%) (Towers Watson)
  • 32% of companies struggle to retain top talent (CareerBuilder)
  • 45% of HR professionals say it is easy/extremely easy to retain older workers (SHRM)
  • Among HR professionals who claim difficulty in retaining older workers, 47% cite work location inflexibility as the biggest challenge, 45% cite career inflexibility, 44% cite work hours inflexibility (SHRM)
  • 4% of organizations have a strategy for retaining older workers (SHRM)
  • 40% of employees planning to work past 70 feel they are stuck in their jobs, compared with just a quarter of those who expect to retire at 65 (28%) or before 65 (27%) (Willis Towers Watson)
  • 87% of companies said it cost $15,000 to $25,000 to replace a departed millennial employee (Millennial Branding/Beyond.com)
  • 24% of Americans feel more secure in their jobs than they did one year ago versus 17% who feel less secure (BankRate)
  • 50% of US adults have left their job to get away from their manager (Gallup)
  • 93% of US adults say they left their employer in order to change roles (Gallup)
  • 65% of employees left jobs in 2015 because they wanted more money (Payscale)
  • 70% of people are satisfied with their jobs (American Psychological Association)
  • Employees who work for “dream companies” are 11x more likely to stay at their company than those in dream jobs, have 41% more satisfaction, and are 3.5x more likely to say that their job inspires them (Bright Horizons)
  • 51% of employees who don’t feel they have the support of leadership plan to leave their job in the next year, compared to 25% of those who do have leadership support (American Psychological Association)
  • In companies where both leaders and managers are perceived by employees as effective, 72% of employees are highly engaged (Towers Watson)
  • 80% of those dissatisfied with their managers are also disengaged from their employers (Dale Carnegie)
  • Managers account for at least 70% of variance in employee engagement scores (Gallup)
  • 70% of employees who lack confidence in senior leadership are not engaged with their employer (Dale Carnegie)
  • Just 35% of U.S. managers are engaged, while 51% are not engaged (Gallup)
  • 42% of managers are currently looking for jobs with other organizations (Modern Survey)
  • Disengaged managers cost the U.S. $77 billion to $96 billion annually (Gallup)
  • 54% of employees who feel they can approach their manager with any type of question are highly engaged (Gallup)
  • 62% of millennials who feel they can talk with their manager about non-work-related issues plan to be with their current organization one year from now (Gallup)
  • 65% of employees who don’t feel they can approach their manager with any type of question are actively disengaged (Gallup)
  • Among employees who strongly agree with the statement, “My manager helps me set work priorities,” 38% are engaged. Among employees who disagree, only 4% are engaged (Gallup)
  • Among employees who strongly agree with the statement, “My manager holds me accountable for my performance,” 28% are engaged. Among employees who disagree, only 6% are engaged (Gallup)
  • Among employees who strongly agree that their manager helps them set performance goals, 69% are engaged (Gallup)
  • 40% of union employees trust their senior management, 48% of non-union employees (Modern Survey)
  • Career satisfaction and work-life balance are the top reasons American employees stay at their current jobs (38% combined) (Cornerstone)
  • Organizations in which employees are primarily motivated by shared values and a commitment to a mission and purpose are nine times more likely to have high customer satisfaction (LRN)
  • 71% of millennials who strongly agree that they know what their organization stands for and what makes it different from its competitors say they plan to be with their company for at least one year (Gallup)
  • 77% of employees in companies that have significantly better financial performance than their peers are highly or moderately engaged, compared with only 49% of employees in companies with lagging financial performance (Temkin Group)
  • Companies that outpace their competitors in CX have 50% more engaged employees than those with CX that lags their peers (Temkin Group)
  • By the age of 35, 25% of workers have held five jobs or more. For workers ages 55 and older, 20% have held ten jobs or more (CareerBuilder)
  • 42% said their employer does a good job of retaining talented employees (Towers Watson)
  • Only 20% are able to focus on one task at a time at work, but those who can are 50% more engaged (The Energy Project)
  • 54% of employees who are proud of their employer’s contributions to society are engaged (Dale Carnegie)
  • 61% of employees say it is important for them to work at an organization that is socially responsible” (Modern Survey)
  • 35% of workers say an eco-friendly workplace is important to consider when looking at a new job, compared to over 50% of Millennials (Staples)
  • 63% of workers prioritize sustainability when considering employment (Staples)
  • 86% of new professionals/soon to be college graduates say it’s important that the company they work for behaves in a socially responsible way (Nielsen)
  • 83% of executives say they will be increasing the use of contingent, intermittent or consultant employees (Oxford Economics)
  • 25% of IT employees plan to change jobs this year, up from 15% last year (CareerBuilder)
  • When asked the question, “Is job hopping losing its stigma?” 57% of Milennials say yes, compared to 38% of GenX, and 22% of Boomers (Accountemps)
  • 25% of Millennials believe that staying at a job for seven months indicates they’re loyal; Boomers believe that number is five years (Ultimate Software)
  • 33% of employees knew whether they would stay at their company long-term after being on the job for one week or less; 63% knew within the first month (Ultimate Software)
  • When companies select the top 20% most talented candidates for a role, they frequently realize a 10% increase in productivity, 20% increase in sales, 30% increase in profitability, 10% decrease in turnover and a 25% decrease in unscheduled absences (Gallup)
  • Employees who get the opportunity to continually develop are twice as likely to say they will spend their career with their company (Gallup)
  • 53% of Millennials say learning new things or having access to professional development opportunities would make them stay at their job (EdAssist)
  • 29% of American employees resign due to work overload and lack of healthy work-life balance (Cornerstone)
  • 53% of Millennials say a healthy work-life balance would make them stay at their job (EdAssist)
  • Only about 20% of Millennials want to advance if it means spending less time with their families / personal lives (Boston College)
  • Employees whose managers hold regular meetings with them are almost three times as likely to be engaged (Gallup)
  • IT pros say they receive 32 job solicitations per week (CareerBuilder)
  • 80% of IT pros are open to hearing about a new job (TEKsystems)
  • 65% of IT pros stay in their jobs due to happiness at work, 19% cite convenience and 13% money (AlienVault)
  • 88% of HR pros have confidence in finding a new job (SHRM)
  • 19% of HR pros admit to looking for a new job (SHRM)
  • 42% of HR job seekers say salary is a key driver; 37% cite career advancement opportunities (SHRM)
  • Eight in 10 U.S. adults who are open to a new job or who are actively seeking a job say that they are at least somewhat more likely to apply at an organization that has recently won a great workplace award (Gallup)
  • 62% believe their job prospects will be good/excellent in the next 12 months (Nielsen)
  • Happiest workforces: Starbucks, Ace Hardware, Ikea, Apple and Barnes & Noble (CareerBliss)
  • 98% of HR pros are open to hiring former employees (Accountemps)
  • 76% of employers are now more accepting of hiring “boomerang” employees – or employees who have previously worked for the employer (Workplace Trends)
  • 85% of employers said they received an application from a boomerang employee in the past five years (Workplace Trends)
  • 29% American workers say they have “boomeranged” at least once in their career, and 41% say they would consider going back to a former workplace (Spherion)
  • 52%) of employees said their company currently employs at least one boomerang worker (Spherion)
  • 37% of employees believe their company favors hiring boomerang employees to save money on recruitment and training, while also minimizing risk (Spherion)
  • 33% of employees say the ability to collaborate makes them more loyal (The Economist)
  • Employers rated by employees as “pioneers” in supporting mobile technology saw better productivity (16%), creativity (18%), satisfaction (23%) and loyalty (21%) (The Economist)
  • 85% of employees who feel their company’s technology is ahead of the curve say they love their jobs (Adobe)
  • 70% of employees believe technology improves work-life balance (Adobe)
  • 36% of employees say they would leave for a job with a more “digitally progressive” employer  (Sungard)
  • 27% of companies conduct “stay interviews” to reduce turnover, 24% plan to implement them (Challenger, Gray & Christmas)
  • 82% of employees say a pet-friendly workplace increases loyalty (Banfield)