As anyone who has devised an HR startup checklist or worked as a Human Resources consultant is likely all too aware of, job retention has become a considerable problem here and all throughout the United States as a whole. In fact, the vast majority of all those creating an HR startup checklist or working as Human Resources consultants are likely to be prioritizing better job retention rates as a top priority for the company in question, due to the fact that job retention and the data surrounding it have both pointed to a downward spiral.
After all, this data even shows that as many as two and a half (if not even more) million workers had left their jobs by the time that the June of 2015 had drawn to a close. Unfortunately, this marked a nearly 25% increase in people leaving their jobs in comparison to previous years, even just a scant two years prior to this date. In the years that have transpired since, much of this has only continued to worsen, causing even deeper fear in the hearts of many a HR consulting professional (those likely to be putting together the typical HR startup checklist).
In part, some of this can be attributed to the fact that millennials are now a bigger part of the job market than ever before. With so many millennials in the workforce of today, they have even become known as the job hopping generation due to the fact that up to 60% of this population of workers is always on the lookout for a new and better job. But there are many reasons that this is the case, from a lack of benefits that they are in need of to a push for an ever better workplace environment.
After all, only around 20% of all workers actively feel like their superiors are doing their best to encourage them and help them to produce their best work. As anyone who has ever created an HR startup checklist of any kind likely knows, this is a less than ideal way to get employees to be as productive and as happy in the workplace as they can be. Instead, it is actually likely to have quite the opposite effect in the grand scheme of things.
Fortunately, however, this problem comes with a relatively easy fix, one that can be implemented in all different types of work places all throughout the country as a whole. Simply instituting some type of employee recognition program can have an overwhelmingly positive effect, as has been seen in more than 85% (around 86%, to be just a little bit more exact) of the companies that have already instituted such employee recognition programs. These companies cite a notable increase in employee happiness in the workplace, something that can lead to increased employee engagement as well as high levels of overall employee productivity, which is truly a must for just about any HR startup checklist out there.
And simply cultivating the right kind of work place can be a great thing as well, something that actually bumps up the actual performance rates of the work place in addition to improving the overall happiness and contentedness of the people who work there, no matter what kind of role or position it is that they are filling. This can be done simply by having a diverse work place, both in terms of gender as well as in terms of ethnicity.
For instance, a gender diverse work place is actually likely to outperform competitors that are not gender diverse, sometimes by as much as as 15%. And while this might not seem like a particularly large amount, it is one that can certainly add up to be quite considerable over the span of time. In addition to this is the fact that ethnically diverse work places do even better in comparison to their non diverse peers, outperforming them regularly by as much as a truly astounding 35%. At the end of the day, diversity matters.