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.
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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