Longest Running Employee Engagement Research

Last week we launched the longest, continuously running study of employee engagement and retention trends called Workplace America, In this 14th  annual employee engagement research, we ask questions to get at where organizations are struggling with their engagement and retention efforts and what strategies they are using to try to improve. We also ask them what’s working and what’s not.

Last year in our 13th annual survey over 650 organizations participated. They were professionals in a variety of roles; human resources, operations, customer service, finance, sales, marketing along with many others. The majority were senior leaders, Vice Presidents and Directors. And respondents cut across all industries as well. We believe it’s a pretty good representation of what senior leaders in key roles in organizations are experiencing regarding employee engagement and retention.

One key stat that always impresses us every year is the percentage of new hires that voluntarily leave a position within 12 months of hire (excluding pay). In 2017 it grew to 74%.  What’s more, in the past 5 years it’s grown from 52% to 74% (shown in the graph above.)  And surprisingly, we hear quite frequently that some organizations don’t even know exactly what that percentage is.

Employee Engagement Research Trends

Employee engagement research is critical for organizations to understand the strategies and tactics that are working to increase employee engagement and retain employees longer.

The most significant result to emerge from the 2017 national research is this: there is a clear relationship between key strategic outcomes – improved engagement, a rise in retention, increased results and performance – and an organization’s ability to systematically execute and sustain targeted talent management initiatives. Some tactics can and will have a greater impact on engagement than others, but arguably the tactic itself is less important than the effective implementation. Introducing stay interviews as a way to combat career growth issues and retention among your millennial workforce, for example, will not move the needle on performance or retention if only a handful of enthusiastic leaders embrace the practice. About half of all participating organizations, 54%, are successful in implementing strategic plans designed to positively impact employee engagement.

New products. System changes. New rules for safety. How often do disruptions like these occur in your organization? The answer is probably “constantly.” Changes occurring at this pace show up in the 2017 data. Only 45% of all organizations believe their “front-line leaders effectively explain to their teams why organizational changes are made.” This is down from 62% in 2016. Change creates tension, tension fuels distractions and distractions lead to deteriorating  performance.

Take Part in the 2018 Employee Engagement Research

We’re asking you for a few minutes of your time to take our 2018 Workplace America survey. In fact, so far we’re seeing most respondents are finishing the survey in less than 6 minutes. The survey is anonymous. But you can choose to register at the end. If you do, you’ll get a free copy of the final report in April and an invitation to attend our April 4, 2018 webinar free. At the webinar we summarize the report and provide our recommendations based on the results. You’ll also qualify for a complimentary benchmarking report comparing your survey responses to your industry and the Best-in-Class organizations from our employee engagement research. Wouldn’t you like to know where you stand with your employee engagement and retention efforts?

And as you close out 2017 and start making plans for 2018, we’d like to suggest if you’re not already tracking voluntary turnover, it’s time to start. If you ever have any questions about how to engage your employees and reduce turnover, we’d be happy to talk.

Happy Holidays from your friends at TalentKeepers.

//LinkedIn //End LinkedIn