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HomeEmployee Engagement20 Stunning Worker Retention Statistics You Must Know

20 Stunning Worker Retention Statistics You Must Know

Worker retention is top-of-mind for practically each group, and it’s simple to see why—dropping staff can imply dropping helpful institutional information, decrease morale in remaining staff members, and misplaced productiveness.

Welcoming new staff is enjoyable, however saying goodbye to trusted, high-performing staff members is an actual bummer. 😔

Even the perfect leaders can have a tough time maintaining high expertise, however that doesn’t imply it’s best to hand over! Being aware of the core points that drive turnover goes a great distance in enhancing retention. Listed below are 20 stunning and illuminating worker retention statistics you could not have heard, and a few easy options that will help you maintain your staff collectively—for the long run.

If you happen to test the containers off this listing, it’s a great signal you’re caring for your folks and have a powerful firm tradition:

Download the 2023 HR checklist

1. About 4 million Individuals give up their job every month.

Let’s begin with the massive one. Not counting layoffs or every other kinds of involuntary termination, knowledge from the US Bureau of Labor Statistics reveals that 4 million staff have left their job voluntarily each month since January 2022.

To place that into perspective, that’s the equal of the mixed populations of Wyoming, Alaska, Vermont, North Dakota, and Washington, DC handing of their resignation every month. 😱 

This stage of voluntary turnover speaks to the magnitude of the retention concern that many organizations face. Folks go away their jobs for various causes, and the higher grasp you and your staff have on these causes, the higher you’ll have the ability to maintain nice staff longer.

2. In a examine of over 1,000 staff, 31% reported having give up a job throughout the first six months.


Our associates at BambooHR surveyed over 1,000 at the moment employed Individuals and located that just about a 3rd of them have left a job earlier than crossing the half-year mark.

Why are so many lately employed staff leaping ship? 🤔

In accordance with the analysis members, the highest causes for leaving so quickly after beginning a brand new job have been poor onboarding experiences, a scarcity of readability surrounding job duties and expectations, or a lower than stellar boss. 

That is truly excellent news.


As a result of these elements are inside your group’s management! 

Transparency is a vital ingredient of belief, and belief is paramount in any relationship, together with skilled ones. If the primary few days of an worker’s expertise are punctuated by a breach of that belief, you possibly can anticipate their tenure to be quick. That is why it is essential to make sure the work an worker indicators up for is the work they will truly be doing day-to-day.

A strategic onboarding program may also make a major distinction for newly-hired staff by offering readability round their position, a neighborhood of trusted colleagues, and a transparent path to success. If you happen to don’t have a formalized onboarding program, you will get began right here.

Assist enhance tradition and engagement, recruitment and hiring, development and improvement, efficiency and suggestions, wellness, and recognition with our guidelines for HR execs.

 Download the 2023 HR checklist

3. Greater than 50% of all organizations globally have problem retaining a few of their most valued worker teams.

A latest Willis Towers Watson examine reveals that turnover is a nuanced concern. Though hiring has elevated lately, turnover and attrition charges have additionally elevated for a lot of organizations. That is tough, but it surely’s not simply the variety of staff who go away—it is the kinds of staff who go away, and the explanation why they’re leaving that deserve a better look. 🔍

When you’ve got an exceptionally productive worker in your group, it is essential to acknowledge the large worth they’re bringing to the desk. In the event that they’re producing a prodigious quantity of labor however aren’t acknowledged or rewarded for it, they’re possible going to fall into the high-retention-risk group in some unspecified time in the future.

In the event that they get the sense that their expertise or productiveness are being taken without any consideration, even probably the most environment friendly staff are inclined to burnout. Then, that job supply plus a pay bump out of your group’s competitor goes to look extra engaging every time it comes up.

4. 87% of HR leaders take into account improved retention a important or excessive precedence for the following 5 years.

In accordance with analysis by Kronos, 87% of HR leaders are conscious of the significance of worker retention and take into account it a major concern.

Regardless of that focus, progress for a lot of organizations has been stymied by competing priorities and a scarcity of sources.

Know-how debt and a scarcity of course of automation tooling have been cited as main roadblocks. Different elements included restricted government assist and organizational imaginative and prescient.


5. The associated fee to exchange a highly-trained worker can exceed 200% of their annual wage.


Turnover is dear, it doesn’t matter what kind of place an worker holds. Estimates on the true price of dropping staff fluctuate based mostly on a number of elements, however latest analysis discovered that the price of changing highly-trained staff and executives can simply exceed double their annual wage. 

Though that will look like an enormous price, the true price is probably going even greater.

If you happen to’re not satisfied worker retention is a vital enterprise goal, check out our Price of Worker Turnover Calculator. It is designed with transparency in thoughts, so you possibly can see precisely how and why turnover prices stack up.

Probably the most efficient methods to decrease the price of turnover is to decrease the fee of turnover. Deal with fostering a fascinating, rewarding work setting that evokes staff to imagine in your mission and do their greatest work whereas they’re in your staff.


6. Greater than 25% of staff are in a high-retention-risk class.

In accordance with the 2021 Bureau of Labor Statistics report, over one quarter of staff are at excessive threat for turnover. Lots of these folks possess mission-critical expertise and are both high performers or have the potential to develop into high performers. The perfect technique is to keep away from dropping them within the first place.

All of it begins with figuring out which individuals in your staff fall into the high-retention-risk class. This takes open and sincere communication, together with the laborious matters. Are they completely happy? What might you be doing higher? Is there something they want extra of to achieve success? Maintaining an open dialogue along with your staff can present priceless insights into their collective engagement and the engagement ranges of particular person members.

7. 46% of high-retention-risk staff used apps to search out new jobs up to now month vs. 13% in low-risk teams.

Trendy expertise and social media are making it a lot simpler to search for a brand new job, and latest analysis reveals that just about half of the workers thought-about to be high-retention-risk used a cellular app or web site to seek for new jobs throughout the previous month.

Whilst you cannot precisely cease your individual staff from wanting elsewhere, that is good to bear in mind for attracting expertise. Be certain that your group’s on-line presence is up to date and be sure you promote your new job postings!

8. 66% of staff would instantly begin on the lookout for a brand new job if distant work was taken away.


Collaborative analysis from Owl Labs discovered that supporting a distant work program can have a significant affect on worker retention.

Whether or not it’s a versatile work schedule with an occasional ad-hoc distant day, or a extra everlasting distant work association, there are various ways in which distant work can enhance worker expertise.

In some circumstances, distant work makes it potential to draw and maintain nice staff that might by no means have thought-about your group in any other case.

Some wonderful candidates might have conditions that maintain them from working in an workplace setting commonly. You may be stunned to learn how many staff are prepared to go away their jobs just because… their commute sucks. 😡🚦

Offering the flexibleness to work remotely can considerably relieve these pressures.

You don’t should handle a totally distributed group in your staff to take pleasure in the advantages of a well-designed distant work program. Today, there are such a lot of sources obtainable to assist make distant work simpler to implement and extra sustainable, together with our personal Complete Information to Distant Work. 💻🗺️

9. 86% of execs would change jobs if a brand new firm provided them extra alternatives for skilled improvement.


In accordance with this examine by Higher Buys, staff who obtain skilled improvement alternatives are 15% extra engaged and have 34% greater retention than those that don’t.

No person desires to work a dead-end job! If an worker feels their development is being stifled by their setting, they’ll go away. It isn’t because of a scarcity of loyalty and it isn’t their fault. You possibly can’t blame them.

Identical to how profitable companies will not stay in a stifling setting out of a way of obligation, or misguided loyalty, neither will a sensible worker—particularly if their expertise are extremely fascinating.

This profession development limitation can are available many varieties, however there are simply as some ways to keep away from it.

  • Provide and encourage skilled coaching and improvement.

It is sadly frequent to listen to leaders say they’re hesitant to put money into worker coaching {and professional} improvement initiatives as a result of they’re involved that the efforts would groom them for his or her subsequent job in a distinct firm.

Private development and improvement are essential parts of what your group can supply to any worker, and the advantages prolong in each route. Supporting their improvement ensures they will be extra engaged, extra productive, and higher at what they do. 

If the time does come for them to go away, they will have the ability to actually inform others how a lot they grew whereas working in your group, fairly than how stifled they felt or the alternatives they missed out on.

  • Provide your staff a greater particular person contributor position or management alternatives.

In case your staff are excited by managing others, offering even small alternatives to expertise this kind of work and construct these expertise can go a great distance.

In fact, not everyone is excited by turning into a supervisorfortunately, the concept that you need to handle folks to maneuver up on the profession ladder is much less true now. For these staff members, steer them towards extra particular person contributor roles.

10. Half of staff (56%) mentioned pay is a high purpose they’d search for a job.

On this latest article, 56% of staff mentioned their wage is a high purpose that they are prepared to begin trying to find a brand new job.

In a case the place wage affords are equal (or shut), the corporate with the strongest tradition will practically all the time win. Tradition is an unbelievable retention driver, however provided that you are already maintaining with primary desk stakes.

In case your group just isn’t prepared or in a position to keep wage parity, you possibly can’t anticipate to compete for expertise successfully. That is very true in regard to staff with extremely helpful expertise.

11. 41% of staff say they might take into account taking a job with a distinct firm for a elevate of 5%.


One other ballot discovered {that a} pay bump of 5% is all it might take for nearly half of the respondents to job hop.

Amongst actively-disengaged staff, as many as 54% of respondents would depart their present positions for a wage improve of 20% or much less. Amongst engaged staff, the quantity was dramatically diminished to 37%.

It does not take a a lot greater wage supply so that you can lose an worker. Since most staff can anticipate their annual wage improve to be a share within the low single digits, opponents can simply beat these numbers of their recruiting efforts.

Your opponents aren’t prone to set a precedent of paying above market worth for workers, although. If you happen to’re already paying your staff at market fee or higher, it is going to be significantly tougher in your opponents to slip in and supply a 20% pay bump.

The problem right here is twofold:

  • Understanding what it takes to maintain staff engaged to be able to restrict your total publicity to job-hopping.
  • Maintaining your finger on the heart beat of what market fee truly is for every place in your workers.

If you happen to can maintain your staff engaged and pay them market fee, you’re tremendously lowering the probabilities that they’ll soar ship.

12. Greater than 50% of American staff who give up final 12 months mentioned it was considerably or very simple to discover a new one.

A latest Pew Analysis Heart examine reveals that over half of American staff who give up their jobs final 12 months mentioned it was considerably or very simple to discover a new job.

Why is that this info necessary? As a result of when the worldwide financial system was in significantly worse form, staff have been much less assured they’d have the ability to discover a new place on the similar stageif they might discover a new place in any respect. That apprehension was sufficient to maintain many staff from leaving their present place, even when they weren’t completely happy or fulfilled in it.

Now that staff really feel extra assured about their prospects, it’s as much as organizations to supply the sort of setting that encourages them to remain.

Examine find out how to enhance worker retention with our free HR guidelines.

Download the 2023 HR checklist

13. Greater than 50% of staff are assured they’ll discover a higher place that pays extra.


In a report this 12 months by recruiting agency Make use of Inc, half of the workers surveyed mentioned they imagine they might make more cash within the present market by switching jobs. Their analysis suggests a fair greater variety of staff are usually not solely assured that they’re going to discover a new place, but in addition that they’re going to discover a fair higher place than their present one. 

That is simply additional proof that expert labor has develop into a vendor’s market. Elevated confidence in new job prospects mixed with a decline in total wage satisfaction is a one-two punch that may go away many organizations questioning, “The place did all our high expertise go?”

The perfect protection towards this kind of turnover is deceptively easy: be the higher place.

The laborious work is in figuring out find out how to be that higher place, after which making that willpower a actuality. This requires worker enter. What a gaggle of managers or executives imagine is a greater job expertise may very well be (and sometimes is) dramatically completely different from the worker’s perception.

It may very well be a difficulty so simple as, “My chair is horrible, and I’ve no home windows close to me. It makes me really feel like my firm does not care about my consolation.”

Possibly a window is a bodily impossibility in your case, however that does not imply there’s nothing you are able to do to design a greater workspace. Get inventive. Present your staff that you simply genuinely care about them and about enhancing their scenario. Give them just a few further alternatives to go outdoors every day—that “unproductive” time will possible have a dramatic impact on their total productiveness and satisfaction.

One of the best ways to search out out how one can enhance an individual’s work expertise is to ask them. Solicit suggestions commonly, and present seen indicators of progress in direction of enchancment.

14. Extremely Engaged staff are 40% much less prone to be on the lookout for a job in comparison with Actively Disengaged staff.


Bonusly’s Worker Engagement and Trendy Office Report discovered that Actively Engaged staff are a lot much less prone to go away your group, with solely 35% of them within the hunt for a brand new job in comparison with 58% of their Actively Disengaged counterparts.

Worker engagement is the emotional dedication an worker has to their work, their staff’s targets, and their firm’s mission. If you have a look at this from the angle of Maslow’s Hierarchy of Wants, engagement falls proper round Esteem and Love & Belonging, earlier than Self-Actualization. In our skilled lives, as soon as our primary wants are taken care of (e.g. wage, security, consolation, and so on.), we deal with engagement. That manifests itself as wanting a connection to one thing larger and feeling fulfilled professionally.

How do you enhance worker engagement? Deal with elements like management, suggestions, skilled improvement, and recognition. For extra steering on worker engagement, learn 10 Knowledge-Pushed Methods to Enhance Worker Engagement

15. 74% of younger professionals say they’ll construct higher expertise at a brand new firm.


A latest examine by Amazon discovered {that a} overwhelming majority of millennials will take new jobs at new firms, fairly than advancing of their present group. Whereas it might appear simple to dismiss this as “normal millennial job-hopping habits,” there’s much more at play right here.

Amongst millennials, we found that the highest 5 elements are:

  • alternatives to study and develop
  • high quality of supervisor
  • high quality of administration
  • curiosity in kind of labor
  • alternatives for development

Since so a lot of this cohort of staff took new jobs at new firms, it may be assumed that they felt stagnant at their earlier roles or unsupported by managers. This leaves it as much as firms to supply a greater expertise for his or her youthful staff members.

For extra perception, try Making Good’s Julian Caspari’s interview with us that defined most of the key parts trendy staff anticipate in a piece setting, and the way organizations can ship on these expectations.

16. 46% of staff listed job safety as a high purpose to remain in an organization.

A Paychex and Government Networks survey discovered that job safety was a significant retention driver. 

That held true for workers throughout generations—in actual fact, the examine discovered that “job safety is the second-most ceaselessly chosen driver of attraction throughout all key age teams.” 

Whereas the job-hopping millennial and long-tenured child boomer are each tragically frequent stereotypes, the info counsel that job safety is necessary to trendy staff whatever the technology they have been born in or the business through which they work.

If staff really feel as if their time at your group may be fleeting, they’re prone to search for the following protected harbor. Think about how managerial interactions and inner communications can affect an worker’s sense of job safety and make it a precedence to assist them perceive the worth of their place within the group.

17. 59% of American staff are experiencing no less than average ranges of burnout.


Though startup staff are sometimes depicted because the poster kids for burnout, analysis has proven it’s a prevalent concern for organizations of all kinds. There are a number of key contributors to worker burnout, and most of them are solvable in case you’re in a position to determine them early on.

See in case you acknowledge any of those traits in your individual office, and in case you do, take into account how they may be alleviated.

No enjoyable: Work isn’t all enjoyable and video games, however that doesn’t imply it ought to by no means be enjoyable. Be certain that there are alternatives for the staff to work together with each other outdoors the context of venture deadlines and conferences.

No possession: It’s troublesome for workers to develop into invested in one thing they’ve little or no possession over—that funding is important to engagement, and finally, retention.

Poor stability: Are staff praised for “taking one for the staff” by working late? That is a harmful precedent to set. If you happen to do not permit your staff sufficient time to pursue their passions and recharge, they’ll ultimately burn out. And once they do, they will go away.

Whether or not you’re appreciating HVAC techs, vet techs, or IT techs, slightly worker recognition can go a great distance in stopping burnout. Be taught extra about recognizing the indicators of burnout and resolving it earlier than it escalates to a resignation.

18. 50% of staff have left a job for a change in administration.

Transparency isn’t simply necessary as the inspiration of belief and a wholesome employment relationship—it’s additionally a significant retention driver, in response to Gallup’s State of the American Supervisor report.

Staff usually tend to keep in a corporation the place they’ll belief administration and senior management. Fostering transparency doesn’t require you to take the “radical transparency” method—though it really works nice for some firms. Your method could be one thing so simple as defaulting to transparency. Study how we default to transparency right here at Bonusly in our worker un-handbook.

Which means that as an alternative of asking, “Is it completely essential to share this with my staff?” ask, “Is it completely crucial that I maintain this from my staff?”

Verify off these containers to assist construct a tradition of dedication and cut back worker turnover.

Download the 2023 HR checklist


19. Staff with low human connection at work are 39% extra prone to give up.


Workforce relationships matter, and so they matter on a stage that’s larger than you would possibly anticipate. Of their most up-to-date examine, the staff at BetterUp Labs discovered that workers who reported decrease ranges of connection at work have a 313% stronger intention to give up.

This does not imply that the connection an worker has with their supervisor is unimportant—removed from it. An worker’s relationship with their supervisor issues an ideal deal, but it surely’s usually their coworkers that actually encourage them to go the additional mile at work.

There are lots of methods to encourage stronger coworker relationships, like staff outings and actions, however to get the perfect outcomes, it is best to bake it into your organizational tradition—proper all the way down to the way in which your areas are organized.

Constructing areas that encourage natural interactions between worker and inspiring these interactions could make a dramatic affect on the way in which relationships maintain folks at work.

20. Robust worker recognition applications cut back turnover fee by 31%.

This text by Zippia additionally revealed that lack of recognition is the quantity three purpose why staff go away their jobs. These staff who don’t really feel acknowledged are twice as prone to say they’ll give up throughout the 12 months, that means that leaders and managers are lacking out on the highly effective affect of recognition on retention.

Recognition not solely boosts particular person worker engagement, but it surely additionally has been discovered to extend productiveness and loyalty to the corporate, resulting in greater retention.
–Annamarie Mann and Nate Dvorak, Gallup

On the lookout for extra statistics in regards to the affect of worker recognition? You are in luck.

In conclusion

Though a few of these worker retention statistics could appear alarming, it isn’t all dangerous information. Understanding what drives worker habits and dealing to domesticate a stellar work setting with a stable worker worth proposition will go a great distance in direction of serving to your group beat the percentages on retention. 

To plan and attain a profitable 2023 with retention in thoughts, obtain our guidelines for HR execs.

Inside, you may discover:

 An interactive PDF that sure, permits you to actually test off containers!

💭 Reflection and planning prompts to align your folks targets with total enterprise goals.

💚 Actionable suggestions to enhance tradition and engagement, recruitment and hiring, development and improvement, efficiency and suggestions, wellness, and recognition.

⚒️ Over 10 new instruments and sources you should utilize without spending a dime immediately!

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What elements make you wish to keep at your organization? Why have you ever left firms up to now? Depart us your perception within the feedback!

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