If you’re looking at the American workforce, it is clear that there are a number of issues inherent to it. Unfortunately, all too many employees working throughout the United States are in less than ideal work situations, something that has had the impact of lowering rates of overall employee retention. After all, more than two and a half million people left their jobs – on a voluntary basis, for that matter – in the June of 2015 alone, a number marking a nearly one quarter increase from two years prior to that date. In addition to this, the number of employees leaving their positions willingly has only continued to climb in the time that has passed us by since (a number of years now).

And Millennials alone are contributing to these low rates of job retention in a considerable way. After all, it has been found that more than half (around 60%, to be more precise) of all Millennials would leave their current jobs if they were offered a better one. This has earned them, as a group, the title of being the “job hopping” generation. But it is not the fault of Millennials themselves that such issues are coming to light. As a matter of fact, the blame hardly lies with Millennial employees at all – but rather with the way many of our places of work are set up.

For one thing, far too many employees are simply not receiving the support that they are in need of in the workplace. Only around 2% of all people say that they feel they are being adequately supported – and encouraged to do their best work – at their places of work and by your superiors. This leaves up to 80% of all employees feeling like they are not being provided with what they need at work, something that is certainly detrimental to overall employee well-being. Not only will job retention rates dip in such situations, but so too will rates of employee happiness. This is all too likely to give way to employee apathy, something that can be hugely detrimental indeed to the overall culture of the workplace.

Fortunately, there are solutions that can be obtained in such situations. For instance, putting an employee recognition program into place is likely to be highly beneficial indeed. In fact, such programs have been known to lead to higher rates of employee happiness in more than 85% of all companies who put such employee recognition programs into place. And not only will overall employee rates of happiness increase, but so too will rates of employee retention. In addition to this, rates of employee productivity will likely also rise, as will the average quality of employee work. This just goes to show that even changes of a relatively small nature can make a considerable impact in workplaces found all throughout the United States.

Hiring an executive search consultant service can also make a big difference. Those working for an executive search consultant service can help those who are in need of bringing in new leadership to any given company. Provided by many human resources executive search agencies, an executive search consultant service can go hand in hand with restructuring a company. Therefore, the typical executive search consultant service is a very important one to keep in mind. In fact, an executive search consultant service, when properly used, can change much about how a company operates – for the better.

And important as happiness rates and the typical executive search consultant service, they are certainly not the only factors that must be considered. Diversity in the workplace can also have a big impact. Gender diversity alone has been found to increase overall employee performance by as much as a full 15%, while ethnic diversity is even more impactful, increasing overall performance rates by as much as 35% – at least in comparison to companies where such diversity is not easy to find. Ultimately, having diversity in the workplace benefits not just the people who work there, but the company as a whole entity as well.

At the end of the day, job retention issues can seem daunting but can be handled well.