Taking A Look At The Problem Of Job Retention In the United States

Written by Windows Patch Management on . Posted in Hr executive placement, Restructuring consultant, Talent acquisition management

Any hr startup checklist will need to keep in mind a few things when first getting off the ground, and employee retention should be one of those things on the typical hr startup checklist (though it certainly won’t be the only thing on your hr startup checklist – as the typical hr startup checklist will have a number of important components on it). As many people who have created a hr startup checklist know, job retention is a growing problem here in the country of the United States, where more people jump from job to job than ever before. And any human resources executive search agencies (another important part of the hr startup checklist that you compile). In fact, there are more than two and half million people – employees of the past and the present and even hopefully the future – that had left their jobs by the end of the month of June in the year of 2015 and all of them had left their various positions throughout the country on a voluntary basis. This showed a considerable jump in voluntary job loss than just the prior few years, by as extreme of a number as twenty five percent.

There are a number of reasons that job retention is lower than normal – and is only worsening. For one, financial instability is harder to come by, something that you will need to account for on your hr startup checklist. Finding the right job for you is also more difficult, as getting high paying jobs with good benefits is itself becoming something of a challenge, particularly for those who are right out of college or who otherwise do not have too much experience out in the working world. Millennials have even come to be known as the job hopping generation, as more than half of all people who are millennials in the workforce (six out of every ten, or sixty percent, depending on how you might prefer to look at it) willing to take a brand new job even after shortly being hired at another one, always on the look out for a job that will pay them more or will offer better hours, better benefits, or even just a better work life and work environment. And while this can certainly be frustrating for companies all across the country of the United States, there are huge disadvantages to being a working person today, and moving from job to job can certainly help to try to get the best of what is out there.

Fortunately, however, there are steps that companies can take (often as part of their hr startup checklist) to improve their personal rates of employee retention. For instance, employee motivation is hugely low, and many employees leave jobs simply because they feel that they live in a work place that does not support them. In fact, only around two out of every ten employees (a mere twenty percent) feel that their superiors adequately motivate them to do a good job, and this lack of encouragement and motivation, as well a stark lack of guidance can not only impact the overall employee retention that a company faces, but the quality of work that the company is able to put out as well.

Employee recognition goes a long way in helping to make this better, and more and more companies are instituting employee recognition programs as a part of their extensive hr startup checklist. These programs have been proven to work very well, and can significantly increase employee happiness, job satisfaction, and productivity – which in turn is likely to significantly increase the overall employee retention that each and every company is able to see. In fact, of the companies in the United States that have put employee recognition programs into place, more than thirty five percent have noted a marked increase in their overall rates of employee contentedness as well as overall employee happiness and employee retention.

Job retention is a problem, but it is certainly one that can be combated and rectified in America.

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