A 2017 retention struggle is upon us. Employee retention rates are down as businesses lose top-tier talent to competitors in this grueling war for talent. But what if that unhealthy, gut-wrenching employee turnover was predictable? What if leaders knew how to re-engage top performers and stop turnover before it happened?
Now, they can. New research has uncovered the top 5 predictors of employee turnover. Want a deep-dive into the data? Join us for a free webinar on June 6, 2017, at 1 PM EST to explore the reasons employees leave and how real organizations are making changes to stop it.
In the meantime, skim the turnover themes derived from the research below:
- Lack of Job Satisfaction
When employees become less satisfied with, interested in, or challenged by their jobs, they’re more likely to turnover.
- Individual Needs Unmet
If employees don’t feel like the organization is meeting their individual needs (e.g., health and well-being, work-life balance, personal development), they’re more likely to become a retention risk.
- Poor Team Dynamics
Employees are more likely to leave an organization when they express uncertainty about their team members’ effectiveness and the likeability of their immediate supervisor.
- Misalignment
Employees who are unsure whether or not they fit into the organization’s future are more likely to turnover.
- Unlikely to Stay
When an employee indicates that they’re unsure if they’ll stay with the organization, both in the short term or during tough times, they’re more likely to become a retention risk.
These themes just scratch the surface. Tune in for the webinar on June 6th, to discover what cultural elements impact these themes, the changes real-life organizations are making as a result of this research, and what you can do to increase employee retention today and the years to come. Register here.
This post is sponsored by Quantum Workplace
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