Unfortunately, issues with job retention are becoming more prominent than ever before. All throughout the United States, people are leaving their jobs on a voluntary basis. In the June of 2015 alone, for instance, it was found that more than two and a half million people left work in search of new positions. From the year prior, this marked an increase in such activity by nearly one full quarter. And in the time that has passed us by since, this issue has continued to remain prevalent – if not becoming even more so.
When you look at the millennial population alone, the problem becomes even more clear. In fact, this generation of workers has even become known as the job hopping generation. This is due to the fact that up to 60% of all millennial employees are willing to leave their current positions if offered a better one – or even if a better one is merely on the horizon. But while some people might be quick to blame such millennial workers for the problem of job retention, it is only true that millennials and their propensity to leave their jobs are really only a symptom of a much larger issue, to say the very least. Unfortunately, the problem of job retention itself is a much deeper and more complicated issue, to say the very least on the subject matter.
In fact, there are a number of different reasons that job retention rates have likely become so very poor. For one thing, a lack of encouragement in the workplace is a key factor in exactly such issues. Unfortunately, only around one fifth of all people currently employed feel that their superiors do even an adequate job of motivating them to do their best possible work. This leaves the vast majority of the working population feeling, oftentimes, that the exact opposite is true. And when there is no real motivation to do your best possible work, it becomes all too easy for apathy to set in, something that many employees very much struggle with on a day to day basis.
Fortunately, there are ways that this problem can be addressed. Employee recognition programs provide just one great example of a way to deal with issues like this one, and have been quite widely successful all throughout the country. As a matter of fact, more than 85% (around 86%, to be just a little bit more exact) of all places of work that have tried such a program have found it to increase overall employee levels of happiness. And when employee happiness is increased, things like work ethic and work quality are almost guaranteed to climb as well.
Of course, there are still more things that can be done. Using a human resources executive search agency is one example of such. A human resources executive search agency can help a company to screen through candidates. By using a human resources executive search agency a company can avoid hiring someone who is not fit for the job. Because a human resources executive search agency will work with a number of candidates, they can help to ensure that the person you end up with is the right one. And that the job is right for that person. For this reason alone, the average human resources executive search agency is a very valuable resource indeed.
And in addition to the typical human resources executive search agency, various other agencies can also be utilized. An outplacement service company is one great example of such, as too is the typical restructuring consulting firm. All of these services can go quite a long way indeed when it comes to helping your company find employees who will be there for a great deal of time. After all, simply hiring the wrong person for the job is something that has led far too many companies to deal with more pronounced issues regarding job retention than they would have had to deal with had they hired a human resources executive search agency to help them in the first place.
Job retention is a very real problem in the United States, but it is certainly one that can be solved.
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