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EMPLOYEE RETENTION REPORT Work Institute's Retention Reports Work Institute's annual employee Retention Reports reveal insights into the reasons why employees quit their jobs for that specific year. These reports show the state of the jobs market, trends in employee turnover, top 10 reasons for leaving, and how organizations can reduce their own employee turnover. CAREER DEVELOPMENT IS THE #1 REASON FOR LEAVING FOR 10 For the tenth consecutive year, Career Development is the number one reason listed why employees quit their jobs. The 2020 Retention Report once again shows the lack of Career Development opportunities is the most popular reason for leaving.. Based on our research one out of every five employees who chose to accept a new job with a different employer in 2019 was because of Career REASONS EMPLOYEES QUIT THEIR JOB DURING THE CORONAVIRUS Reason 2: Leadership’s management of the crisis. Leader behavior by both direct supervisors and upper management drove and will drive employees to quit. Dissatisfaction with how leaders treated/treat employees and how information is communicated are critical themes. “ are not supportive of staff being safe. THE DEFINITION OF VOICE OF THE EMPLOYEE AND WHY IT IS Definition of Voice of Employee. Voice of employee is defined as the opportunity for employees to express concerns about policies in the workplace and offer ideas about how to improve conditions in the workplace. Within the concept of employee voice, there are two types: formal and informal. Informal employee voice is defined as the abilityfor
2020 RETENTION REPORT 3 TABLE OF CONTENTS 2020 RETENTION REPORT 4 DEAR EMPLOYERS 5 EXECUTIVE SUMMARY 6 STATE OF THE WORKFORCE • Voluntary Turnover Continued in Intensity and Seriousness • Total Turnover – Voluntary andInvoluntary
FIRST YEAR TURNOVER
The onboarding process needed to be improved. Leadership behaviors had to change to better retain nurses. Based on these key findings, changes were implemented that resulted in a 33% increase in “Excellent” ratings for onboarding, 36% decreases in “Poor” ratings for onboarding, and an overall 36% decrease in First YearNursing Turnover.
HOW TO DEFINE ETHICAL BEHAVIOR & WHY IT'S IMPORTANT IN THE Ethics in the workplace is defined as the moral code that guides the behavior of employees with respect to what is right and wrong in regard to conduct and decision making. Ethical decision making in the workplace takes into account the individual employee’s best interest and also takes into account the best interest of those impacted. THE IMPORTANCE OF THE SERVICE-PROFIT CHAIN THEORY The Service-Profit Chain is a theory and business model evolved by a group of researchers from Harvard University. In their book The Service Profit Chain – How Leading Companies Link Profit and Growth To Loyalty, Satisfaction and Value they prove the direct link between superior service experiences and customer loyalty to financial performance (profit and growth). DOWNLOAD THE 2018 RETENTION REPORT The real reasons employees intend to leave. How reasons for leaving have changed. How market conditions impact the reasons employees leave. How much turnover costs U.S. organizations. How reports of ethics issues have changed. How first-year turnover has changed since last year. What you can do to reduce turnover in your organization.DOWNLOAD NOW.
EMPLOYEE RETENTION & ENGAGEMENT SOLUTIONS, SIMPLIFIEDABOUTSOLUTIONSAPPROACHSUCCESSRESOURCESCONTACT Work Institute’s Voice of the Employee approach gives employees a true voice to identify the strengths and opportunities for employers to improve workplace conditions. Better workplace conditions result in improved retention, higher levels of engagement, and lower human capital costs. We offer: Onboarding Interviews & Surveys. EngagementSurveys.
EMPLOYEE RETENTION REPORT Work Institute's Retention Reports Work Institute's annual employee Retention Reports reveal insights into the reasons why employees quit their jobs for that specific year. These reports show the state of the jobs market, trends in employee turnover, top 10 reasons for leaving, and how organizations can reduce their own employee turnover. CAREER DEVELOPMENT IS THE #1 REASON FOR LEAVING FOR 10 For the tenth consecutive year, Career Development is the number one reason listed why employees quit their jobs. The 2020 Retention Report once again shows the lack of Career Development opportunities is the most popular reason for leaving.. Based on our research one out of every five employees who chose to accept a new job with a different employer in 2019 was because of Career REASONS EMPLOYEES QUIT THEIR JOB DURING THE CORONAVIRUS Reason 2: Leadership’s management of the crisis. Leader behavior by both direct supervisors and upper management drove and will drive employees to quit. Dissatisfaction with how leaders treated/treat employees and how information is communicated are critical themes. “ are not supportive of staff being safe. THE DEFINITION OF VOICE OF THE EMPLOYEE AND WHY IT IS Definition of Voice of Employee. Voice of employee is defined as the opportunity for employees to express concerns about policies in the workplace and offer ideas about how to improve conditions in the workplace. Within the concept of employee voice, there are two types: formal and informal. Informal employee voice is defined as the abilityfor
2020 RETENTION REPORT 3 TABLE OF CONTENTS 2020 RETENTION REPORT 4 DEAR EMPLOYERS 5 EXECUTIVE SUMMARY 6 STATE OF THE WORKFORCE • Voluntary Turnover Continued in Intensity and Seriousness • Total Turnover – Voluntary andInvoluntary
FIRST YEAR TURNOVER
The onboarding process needed to be improved. Leadership behaviors had to change to better retain nurses. Based on these key findings, changes were implemented that resulted in a 33% increase in “Excellent” ratings for onboarding, 36% decreases in “Poor” ratings for onboarding, and an overall 36% decrease in First YearNursing Turnover.
HOW TO DEFINE ETHICAL BEHAVIOR & WHY IT'S IMPORTANT IN THE Ethics in the workplace is defined as the moral code that guides the behavior of employees with respect to what is right and wrong in regard to conduct and decision making. Ethical decision making in the workplace takes into account the individual employee’s best interest and also takes into account the best interest of those impacted. THE IMPORTANCE OF THE SERVICE-PROFIT CHAIN THEORY The Service-Profit Chain is a theory and business model evolved by a group of researchers from Harvard University. In their book The Service Profit Chain – How Leading Companies Link Profit and Growth To Loyalty, Satisfaction and Value they prove the direct link between superior service experiences and customer loyalty to financial performance (profit and growth). DOWNLOAD THE 2018 RETENTION REPORT The real reasons employees intend to leave. How reasons for leaving have changed. How market conditions impact the reasons employees leave. How much turnover costs U.S. organizations. How reports of ethics issues have changed. How first-year turnover has changed since last year. What you can do to reduce turnover in your organization.DOWNLOAD NOW.
ABOUT WORK INSTITUTE Established in 2000 by organizational behavior expert Dr. Thomas F. Mahan, Work Institute is the go-to resource for employee retention programs, employee engagement strategies, and workplace solutions. Our workplace experts are here to help companies attract and retain talent, improve performance, diminish risk, and manage human capitalcost by
CONTACT US - WORK INSTITUTE Let's Connect. Fill out the form below to contact us. Work Institute is eager to help you improve employee engagement and retention for your organization. We can help you stop costly turnover, implement a better recruiting and onboarding experience, and create a culture of feedback that let's your people know you're not only listening but are responsive to their needs and able to act. WEBINARS - WORK INSTITUTE Watch this virtual panel discussion with #1 best-selling author and keynote speaker on customer experience, Tony Bodoh and Work Institute president and best selling author Danny Nelms discuss the similarities, differences, and best practices to drive value in your customer and employee survey tools. Watch the Virtual PanelDiscussion.
CHANGE MANAGEMENT DURING THE COVID-19 PANDEMIC The uncertain times of the Covid-19 pandemic have made it more important than ever for organizations to realize that change is happening at a greater pace and with a much greater impact than ever before. Staff are suddenly working remotely from home, leaders are trying to maintain business where possible and people are struggling to deal with all that is different today than a month ago. VOLUNTARY TURNOVER RETURNS AS COVID RECEDES September 23, 2020. The latest voluntary quit (turnover) rate shows nearly twice the amount of employees quit their jobs in July 2020 than those who quit in April 2020. Even during a global pandemic, a historic recession (hopefully on a short one), high unemployment, and general fear and restlessness, U.S. workers still control the jobmarket.
THE IMPORTANCE OF THE SERVICE-PROFIT CHAIN THEORY The Service-Profit Chain is a theory and business model evolved by a group of researchers from Harvard University. In their book The Service Profit Chain – How Leading Companies Link Profit and Growth To Loyalty, Satisfaction and Value they prove the direct link between superior service experiences and customer loyalty to financial performance (profit and growth). TOP 5 PULSE INTERVIEW INSIGHTS Top 5 Pulse Interview Insights. Author: William Mahan. August 19, 2020. Pulse Interviews are a regular employee feedback practice for organizations committed to fully understanding the challenges employees encounter in their roles with the company. Pulse Interviews are the best way to generate continuous, up-to-date feedback fromemployees.
FIRST YEAR TURNOVER
The onboarding process needed to be improved. Leadership behaviors had to change to better retain nurses. Based on these key findings, changes were implemented that resulted in a 33% increase in “Excellent” ratings for onboarding, 36% decreases in “Poor” ratings for onboarding, and an overall 36% decrease in First YearNursing Turnover.
BREAKING DOWN THE DIRECT COSTS OF EMPLOYEE TURNOVER What gets measured gets managed. With the estimated costs of employee turnover ranging from 33% up to 200% of the departing employee’s salary, it is imperative for organization’s to understand exactly what goes into the overall cost of employee turnover.There are multiple layers in beginning to calculate the exact costs of turnover which is why the estimated costs of turnover have such a 2019 RETENTION REPORT REVIEW THIS REPORT TO LEARN: In 2018, a staggering 27% of U.S. workers voluntarily left their jobs. If organizations let this trend continue, voluntary turnover will hit 35% by 2023, placing companies in continuous and enormous risk. EMPLOYEE RETENTION & ENGAGEMENT SOLUTIONS, SIMPLIFIEDABOUTSOLUTIONSAPPROACHSUCCESSRESOURCESCONTACT Work Institute’s Voice of the Employee approach gives employees a true voice to identify the strengths and opportunities for employers to improve workplace conditions. Better workplace conditions result in improved retention, higher levels of engagement, and lower human capital costs. We offer: Onboarding Interviews & Surveys. EngagementSurveys.
EMPLOYEE RETENTION REPORT Work Institute's Retention Reports Work Institute's annual employee Retention Reports reveal insights into the reasons why employees quit their jobs for that specific year. These reports show the state of the jobs market, trends in employee turnover, top 10 reasons for leaving, and how organizations can reduce their own employee turnover. CAREER DEVELOPMENT IS THE #1 REASON FOR LEAVING FOR 10 For the tenth consecutive year, Career Development is the number one reason listed why employees quit their jobs. The 2020 Retention Report once again shows the lack of Career Development opportunities is the most popular reason for leaving.. Based on our research one out of every five employees who chose to accept a new job with a different employer in 2019 was because of Career 2021 RETENTION REPORT: THE COVID EDITION Fill out the form to receive your own copy of the groundbreaking insights of Work Institute's fifth annual 2021 Retention Report: The COVID Edition. Download this report to learn the impacts the coronavirus pandemic on: The overall state of the workforce in 2020. The overall U.S. Layoffs and Voluntary Turnover. THE DEFINITION OF VOICE OF THE EMPLOYEE AND WHY IT IS Definition of Voice of Employee. Voice of employee is defined as the opportunity for employees to express concerns about policies in the workplace and offer ideas about how to improve conditions in the workplace. Within the concept of employee voice, there are two types: formal and informal. Informal employee voice is defined as the abilityfor
2020 RETENTION REPORT 3 TABLE OF CONTENTS 2020 RETENTION REPORT 4 DEAR EMPLOYERS 5 EXECUTIVE SUMMARY 6 STATE OF THE WORKFORCE • Voluntary Turnover Continued in Intensity and Seriousness • Total Turnover – Voluntary andInvoluntary
FIRST YEAR TURNOVER
The onboarding process needed to be improved. Leadership behaviors had to change to better retain nurses. Based on these key findings, changes were implemented that resulted in a 33% increase in “Excellent” ratings for onboarding, 36% decreases in “Poor” ratings for onboarding, and an overall 36% decrease in First YearNursing Turnover.
HOW TO DEFINE ETHICAL BEHAVIOR & WHY IT'S IMPORTANT IN THE Ethics in the workplace is defined as the moral code that guides the behavior of employees with respect to what is right and wrong in regard to conduct and decision making. Ethical decision making in the workplace takes into account the individual employee’s best interest and also takes into account the best interest of those impacted. THE IMPORTANCE OF THE SERVICE-PROFIT CHAIN THEORY The Service-Profit Chain is a theory and business model evolved by a group of researchers from Harvard University. In their book The Service Profit Chain – How Leading Companies Link Profit and Growth To Loyalty, Satisfaction and Value they prove the direct link between superior service experiences and customer loyalty to financial performance (profit and growth). DOWNLOAD THE 2018 RETENTION REPORT The real reasons employees intend to leave. How reasons for leaving have changed. How market conditions impact the reasons employees leave. How much turnover costs U.S. organizations. How reports of ethics issues have changed. How first-year turnover has changed since last year. What you can do to reduce turnover in your organization.DOWNLOAD NOW.
EMPLOYEE RETENTION & ENGAGEMENT SOLUTIONS, SIMPLIFIEDABOUTSOLUTIONSAPPROACHSUCCESSRESOURCESCONTACT Work Institute’s Voice of the Employee approach gives employees a true voice to identify the strengths and opportunities for employers to improve workplace conditions. Better workplace conditions result in improved retention, higher levels of engagement, and lower human capital costs. We offer: Onboarding Interviews & Surveys. EngagementSurveys.
EMPLOYEE RETENTION REPORT Work Institute's Retention Reports Work Institute's annual employee Retention Reports reveal insights into the reasons why employees quit their jobs for that specific year. These reports show the state of the jobs market, trends in employee turnover, top 10 reasons for leaving, and how organizations can reduce their own employee turnover. CAREER DEVELOPMENT IS THE #1 REASON FOR LEAVING FOR 10 For the tenth consecutive year, Career Development is the number one reason listed why employees quit their jobs. The 2020 Retention Report once again shows the lack of Career Development opportunities is the most popular reason for leaving.. Based on our research one out of every five employees who chose to accept a new job with a different employer in 2019 was because of Career 2021 RETENTION REPORT: THE COVID EDITION Fill out the form to receive your own copy of the groundbreaking insights of Work Institute's fifth annual 2021 Retention Report: The COVID Edition. Download this report to learn the impacts the coronavirus pandemic on: The overall state of the workforce in 2020. The overall U.S. Layoffs and Voluntary Turnover. THE DEFINITION OF VOICE OF THE EMPLOYEE AND WHY IT IS Definition of Voice of Employee. Voice of employee is defined as the opportunity for employees to express concerns about policies in the workplace and offer ideas about how to improve conditions in the workplace. Within the concept of employee voice, there are two types: formal and informal. Informal employee voice is defined as the abilityfor
2020 RETENTION REPORT 3 TABLE OF CONTENTS 2020 RETENTION REPORT 4 DEAR EMPLOYERS 5 EXECUTIVE SUMMARY 6 STATE OF THE WORKFORCE • Voluntary Turnover Continued in Intensity and Seriousness • Total Turnover – Voluntary andInvoluntary
FIRST YEAR TURNOVER
The onboarding process needed to be improved. Leadership behaviors had to change to better retain nurses. Based on these key findings, changes were implemented that resulted in a 33% increase in “Excellent” ratings for onboarding, 36% decreases in “Poor” ratings for onboarding, and an overall 36% decrease in First YearNursing Turnover.
HOW TO DEFINE ETHICAL BEHAVIOR & WHY IT'S IMPORTANT IN THE Ethics in the workplace is defined as the moral code that guides the behavior of employees with respect to what is right and wrong in regard to conduct and decision making. Ethical decision making in the workplace takes into account the individual employee’s best interest and also takes into account the best interest of those impacted. THE IMPORTANCE OF THE SERVICE-PROFIT CHAIN THEORY The Service-Profit Chain is a theory and business model evolved by a group of researchers from Harvard University. In their book The Service Profit Chain – How Leading Companies Link Profit and Growth To Loyalty, Satisfaction and Value they prove the direct link between superior service experiences and customer loyalty to financial performance (profit and growth). DOWNLOAD THE 2018 RETENTION REPORT The real reasons employees intend to leave. How reasons for leaving have changed. How market conditions impact the reasons employees leave. How much turnover costs U.S. organizations. How reports of ethics issues have changed. How first-year turnover has changed since last year. What you can do to reduce turnover in your organization.DOWNLOAD NOW.
ABOUT WORK INSTITUTE Established in 2000 by organizational behavior expert Dr. Thomas F. Mahan, Work Institute is the go-to resource for employee retention programs, employee engagement strategies, and workplace solutions. Our workplace experts are here to help companies attract and retain talent, improve performance, diminish risk, and manage human capitalcost by
CONTACT US - WORK INSTITUTE Let's Connect. Fill out the form below to contact us. Work Institute is eager to help you improve employee engagement and retention for your organization. We can help you stop costly turnover, implement a better recruiting and onboarding experience, and create a culture of feedback that let's your people know you're not only listening but are responsive to their needs and able to act. REASONS EMPLOYEES QUIT THEIR JOB DURING THE CORONAVIRUS Reason 2: Leadership’s management of the crisis. Leader behavior by both direct supervisors and upper management drove and will drive employees to quit. Dissatisfaction with how leaders treated/treat employees and how information is communicated are critical themes. “ are not supportive of staff being safe. VOLUNTARY TURNOVER RETURNS AS COVID RECEDES September 23, 2020. The latest voluntary quit (turnover) rate shows nearly twice the amount of employees quit their jobs in July 2020 than those who quit in April 2020. Even during a global pandemic, a historic recession (hopefully on a short one), high unemployment, and general fear and restlessness, U.S. workers still control the jobmarket.
CHANGE MANAGEMENT DURING THE COVID-19 PANDEMIC Change Management During the Covid-19 Pandemic. Author: Mary Fink. April 16, 2020. The uncertain times of the Covid-19 pandemic have made it more important than ever for organizations to realize that change is happening at a greater pace and with a much greater impact than ever before. Staff are suddenly working remotely from home, leadersare
TOP 5 PULSE INTERVIEW INSIGHTS Top 5 Pulse Interview Insights. Author: William Mahan. August 19, 2020. Pulse Interviews are a regular employee feedback practice for organizations committed to fully understanding the challenges employees encounter in their roles with the company. Pulse Interviews are the best way to generate continuous, up-to-date feedback fromemployees.
FIRST YEAR TURNOVER
The onboarding process needed to be improved. Leadership behaviors had to change to better retain nurses. Based on these key findings, changes were implemented that resulted in a 33% increase in “Excellent” ratings for onboarding, 36% decreases in “Poor” ratings for onboarding, and an overall 36% decrease in First YearNursing Turnover.
BREAKING DOWN THE DIRECT COSTS OF EMPLOYEE TURNOVER What gets measured gets managed. With the estimated costs of employee turnover ranging from 33% up to 200% of the departing employee’s salary, it is imperative for organization’s to understand exactly what goes into the overall cost of employee turnover.There are multiple layers in beginning to calculate the exact costs of turnover which is why the estimated costs of turnover have such aKEY TALENT TURNOVER
Work Institute’s approach to reducing critical role turnover can include a combination of on-site, live telephonic and web-based interviews with your key talent. Using our Voice of the Employee approach across all data collection methods, we allow these key talent current and former employees’ most pressing issues and likes to beemphasized.
2019 RETENTION REPORT 2019 Retention Report: Trends, Reasons, & A Call to Action. Download the groundbreaking insights from over 250,000 employee interviews . REVIEW THIS REPORT TO LEARN: EMPLOYEE RETENTION & ENGAGEMENT SOLUTIONS, SIMPLIFIEDABOUTSOLUTIONSAPPROACHSUCCESSRESOURCESCONTACT Work Institute’s Voice of the Employee approach gives employees a true voice to identify the strengths and opportunities for employers to improve workplace conditions. Better workplace conditions result in improved retention, higher levels of engagement, and lower human capital costs. We offer: Onboarding Interviews & Surveys. EngagementSurveys.
EMPLOYEE RETENTION REPORT Work Institute's Retention Reports Work Institute's annual employee Retention Reports reveal insights into the reasons why employees quit their jobs for that specific year. These reports show the state of the jobs market, trends in employee turnover, top 10 reasons for leaving, and how organizations can reduce their own employee turnover. CAREER DEVELOPMENT IS THE #1 REASON FOR LEAVING FOR 10 For the tenth consecutive year, Career Development is the number one reason listed why employees quit their jobs. The 2020 Retention Report once again shows the lack of Career Development opportunities is the most popular reason for leaving.. Based on our research one out of every five employees who chose to accept a new job with a different employer in 2019 was because of Career 2021 RETENTION REPORT: THE COVID EDITION Fill out the form to receive your own copy of the groundbreaking insights of Work Institute's fifth annual 2021 Retention Report: The COVID Edition. Download this report to learn the impacts the coronavirus pandemic on: The overall state of the workforce in 2020. The overall U.S. Layoffs and Voluntary Turnover. THE DEFINITION OF VOICE OF THE EMPLOYEE AND WHY IT IS Definition of Voice of Employee. Voice of employee is defined as the opportunity for employees to express concerns about policies in the workplace and offer ideas about how to improve conditions in the workplace. Within the concept of employee voice, there are two types: formal and informal. Informal employee voice is defined as the abilityfor
2020 RETENTION REPORT 3 TABLE OF CONTENTS 2020 RETENTION REPORT 4 DEAR EMPLOYERS 5 EXECUTIVE SUMMARY 6 STATE OF THE WORKFORCE • Voluntary Turnover Continued in Intensity and Seriousness • Total Turnover – Voluntary andInvoluntary
FIRST YEAR TURNOVER
The onboarding process needed to be improved. Leadership behaviors had to change to better retain nurses. Based on these key findings, changes were implemented that resulted in a 33% increase in “Excellent” ratings for onboarding, 36% decreases in “Poor” ratings for onboarding, and an overall 36% decrease in First YearNursing Turnover.
HOW TO DEFINE ETHICAL BEHAVIOR & WHY IT'S IMPORTANT IN THE Ethics in the workplace is defined as the moral code that guides the behavior of employees with respect to what is right and wrong in regard to conduct and decision making. Ethical decision making in the workplace takes into account the individual employee’s best interest and also takes into account the best interest of those impacted. THE IMPORTANCE OF THE SERVICE-PROFIT CHAIN THEORY The Service-Profit Chain is a theory and business model evolved by a group of researchers from Harvard University. In their book The Service Profit Chain – How Leading Companies Link Profit and Growth To Loyalty, Satisfaction and Value they prove the direct link between superior service experiences and customer loyalty to financial performance (profit and growth). DOWNLOAD THE 2018 RETENTION REPORT The real reasons employees intend to leave. How reasons for leaving have changed. How market conditions impact the reasons employees leave. How much turnover costs U.S. organizations. How reports of ethics issues have changed. How first-year turnover has changed since last year. What you can do to reduce turnover in your organization.DOWNLOAD NOW.
EMPLOYEE RETENTION & ENGAGEMENT SOLUTIONS, SIMPLIFIEDABOUTSOLUTIONSAPPROACHSUCCESSRESOURCESCONTACT Work Institute’s Voice of the Employee approach gives employees a true voice to identify the strengths and opportunities for employers to improve workplace conditions. Better workplace conditions result in improved retention, higher levels of engagement, and lower human capital costs. We offer: Onboarding Interviews & Surveys. EngagementSurveys.
EMPLOYEE RETENTION REPORT Work Institute's Retention Reports Work Institute's annual employee Retention Reports reveal insights into the reasons why employees quit their jobs for that specific year. These reports show the state of the jobs market, trends in employee turnover, top 10 reasons for leaving, and how organizations can reduce their own employee turnover. CAREER DEVELOPMENT IS THE #1 REASON FOR LEAVING FOR 10 For the tenth consecutive year, Career Development is the number one reason listed why employees quit their jobs. The 2020 Retention Report once again shows the lack of Career Development opportunities is the most popular reason for leaving.. Based on our research one out of every five employees who chose to accept a new job with a different employer in 2019 was because of Career 2021 RETENTION REPORT: THE COVID EDITION Fill out the form to receive your own copy of the groundbreaking insights of Work Institute's fifth annual 2021 Retention Report: The COVID Edition. Download this report to learn the impacts the coronavirus pandemic on: The overall state of the workforce in 2020. The overall U.S. Layoffs and Voluntary Turnover. THE DEFINITION OF VOICE OF THE EMPLOYEE AND WHY IT IS Definition of Voice of Employee. Voice of employee is defined as the opportunity for employees to express concerns about policies in the workplace and offer ideas about how to improve conditions in the workplace. Within the concept of employee voice, there are two types: formal and informal. Informal employee voice is defined as the abilityfor
2020 RETENTION REPORT 3 TABLE OF CONTENTS 2020 RETENTION REPORT 4 DEAR EMPLOYERS 5 EXECUTIVE SUMMARY 6 STATE OF THE WORKFORCE • Voluntary Turnover Continued in Intensity and Seriousness • Total Turnover – Voluntary andInvoluntary
FIRST YEAR TURNOVER
The onboarding process needed to be improved. Leadership behaviors had to change to better retain nurses. Based on these key findings, changes were implemented that resulted in a 33% increase in “Excellent” ratings for onboarding, 36% decreases in “Poor” ratings for onboarding, and an overall 36% decrease in First YearNursing Turnover.
HOW TO DEFINE ETHICAL BEHAVIOR & WHY IT'S IMPORTANT IN THE Ethics in the workplace is defined as the moral code that guides the behavior of employees with respect to what is right and wrong in regard to conduct and decision making. Ethical decision making in the workplace takes into account the individual employee’s best interest and also takes into account the best interest of those impacted. THE IMPORTANCE OF THE SERVICE-PROFIT CHAIN THEORY The Service-Profit Chain is a theory and business model evolved by a group of researchers from Harvard University. In their book The Service Profit Chain – How Leading Companies Link Profit and Growth To Loyalty, Satisfaction and Value they prove the direct link between superior service experiences and customer loyalty to financial performance (profit and growth). DOWNLOAD THE 2018 RETENTION REPORT The real reasons employees intend to leave. How reasons for leaving have changed. How market conditions impact the reasons employees leave. How much turnover costs U.S. organizations. How reports of ethics issues have changed. How first-year turnover has changed since last year. What you can do to reduce turnover in your organization.DOWNLOAD NOW.
ABOUT WORK INSTITUTE Established in 2000 by organizational behavior expert Dr. Thomas F. Mahan, Work Institute is the go-to resource for employee retention programs, employee engagement strategies, and workplace solutions. Our workplace experts are here to help companies attract and retain talent, improve performance, diminish risk, and manage human capitalcost by
CONTACT US - WORK INSTITUTE Let's Connect. Fill out the form below to contact us. Work Institute is eager to help you improve employee engagement and retention for your organization. We can help you stop costly turnover, implement a better recruiting and onboarding experience, and create a culture of feedback that let's your people know you're not only listening but are responsive to their needs and able to act. REASONS EMPLOYEES QUIT THEIR JOB DURING THE CORONAVIRUS Reason 2: Leadership’s management of the crisis. Leader behavior by both direct supervisors and upper management drove and will drive employees to quit. Dissatisfaction with how leaders treated/treat employees and how information is communicated are critical themes. “ are not supportive of staff being safe. VOLUNTARY TURNOVER RETURNS AS COVID RECEDES September 23, 2020. The latest voluntary quit (turnover) rate shows nearly twice the amount of employees quit their jobs in July 2020 than those who quit in April 2020. Even during a global pandemic, a historic recession (hopefully on a short one), high unemployment, and general fear and restlessness, U.S. workers still control the jobmarket.
CHANGE MANAGEMENT DURING THE COVID-19 PANDEMIC Change Management During the Covid-19 Pandemic. Author: Mary Fink. April 16, 2020. The uncertain times of the Covid-19 pandemic have made it more important than ever for organizations to realize that change is happening at a greater pace and with a much greater impact than ever before. Staff are suddenly working remotely from home, leadersare
TOP 5 PULSE INTERVIEW INSIGHTS Top 5 Pulse Interview Insights. Author: William Mahan. August 19, 2020. Pulse Interviews are a regular employee feedback practice for organizations committed to fully understanding the challenges employees encounter in their roles with the company. Pulse Interviews are the best way to generate continuous, up-to-date feedback fromemployees.
FIRST YEAR TURNOVER
The onboarding process needed to be improved. Leadership behaviors had to change to better retain nurses. Based on these key findings, changes were implemented that resulted in a 33% increase in “Excellent” ratings for onboarding, 36% decreases in “Poor” ratings for onboarding, and an overall 36% decrease in First YearNursing Turnover.
BREAKING DOWN THE DIRECT COSTS OF EMPLOYEE TURNOVER What gets measured gets managed. With the estimated costs of employee turnover ranging from 33% up to 200% of the departing employee’s salary, it is imperative for organization’s to understand exactly what goes into the overall cost of employee turnover.There are multiple layers in beginning to calculate the exact costs of turnover which is why the estimated costs of turnover have such aKEY TALENT TURNOVER
Work Institute’s approach to reducing critical role turnover can include a combination of on-site, live telephonic and web-based interviews with your key talent. Using our Voice of the Employee approach across all data collection methods, we allow these key talent current and former employees’ most pressing issues and likes to beemphasized.
2019 RETENTION REPORT 2019 Retention Report: Trends, Reasons, & A Call to Action. Download the groundbreaking insights from over 250,000 employee interviews . REVIEW THIS REPORT TO LEARN: EMPLOYEE RETENTION & ENGAGEMENT SOLUTIONS, SIMPLIFIEDABOUTSOLUTIONSAPPROACHSUCCESSRESOURCESCONTACT Work Institute’s Voice of the Employee approach gives employees a true voice to identify the strengths and opportunities for employers to improve workplace conditions. Better workplace conditions result in improved retention, higher levels of engagement, and lower human capital costs. We offer: Onboarding Interviews & Surveys. EngagementSurveys.
EMPLOYEE RETENTION REPORT Work Institute's Retention Reports Work Institute's annual employee Retention Reports reveal insights into the reasons why employees quit their jobs for that specific year. These reports show the state of the jobs market, trends in employee turnover, top 10 reasons for leaving, and how organizations can reduce their own employee turnover. CAREER DEVELOPMENT IS THE #1 REASON FOR LEAVING FOR 10 For the tenth consecutive year, Career Development is the number one reason listed why employees quit their jobs. The 2020 Retention Report once again shows the lack of Career Development opportunities is the most popular reason for leaving.. Based on our research one out of every five employees who chose to accept a new job with a different employer in 2019 was because of Career REASONS EMPLOYEES QUIT THEIR JOB DURING THE CORONAVIRUS Reason 2: Leadership’s management of the crisis. Leader behavior by both direct supervisors and upper management drove and will drive employees to quit. Dissatisfaction with how leaders treated/treat employees and how information is communicated are critical themes. “ are not supportive of staff being safe. THE DEFINITION OF VOICE OF THE EMPLOYEE AND WHY IT IS Definition of Voice of Employee. Voice of employee is defined as the opportunity for employees to express concerns about policies in the workplace and offer ideas about how to improve conditions in the workplace. Within the concept of employee voice, there are two types: formal and informal. Informal employee voice is defined as the abilityfor
2020 RETENTION REPORT 3 TABLE OF CONTENTS 2020 RETENTION REPORT 4 DEAR EMPLOYERS 5 EXECUTIVE SUMMARY 6 STATE OF THE WORKFORCE • Voluntary Turnover Continued in Intensity and Seriousness • Total Turnover – Voluntary andInvoluntary
FIRST YEAR TURNOVER
The onboarding process needed to be improved. Leadership behaviors had to change to better retain nurses. Based on these key findings, changes were implemented that resulted in a 33% increase in “Excellent” ratings for onboarding, 36% decreases in “Poor” ratings for onboarding, and an overall 36% decrease in First YearNursing Turnover.
HOW TO DEFINE ETHICAL BEHAVIOR & WHY IT'S IMPORTANT IN THE Ethics in the workplace is defined as the moral code that guides the behavior of employees with respect to what is right and wrong in regard to conduct and decision making. Ethical decision making in the workplace takes into account the individual employee’s best interest and also takes into account the best interest of those impacted. THE IMPORTANCE OF THE SERVICE-PROFIT CHAIN THEORY The Service-Profit Chain is a theory and business model evolved by a group of researchers from Harvard University. In their book The Service Profit Chain – How Leading Companies Link Profit and Growth To Loyalty, Satisfaction and Value they prove the direct link between superior service experiences and customer loyalty to financial performance (profit and growth). DOWNLOAD THE 2018 RETENTION REPORT The real reasons employees intend to leave. How reasons for leaving have changed. How market conditions impact the reasons employees leave. How much turnover costs U.S. organizations. How reports of ethics issues have changed. How first-year turnover has changed since last year. What you can do to reduce turnover in your organization.DOWNLOAD NOW.
EMPLOYEE RETENTION & ENGAGEMENT SOLUTIONS, SIMPLIFIEDABOUTSOLUTIONSAPPROACHSUCCESSRESOURCESCONTACT Work Institute’s Voice of the Employee approach gives employees a true voice to identify the strengths and opportunities for employers to improve workplace conditions. Better workplace conditions result in improved retention, higher levels of engagement, and lower human capital costs. We offer: Onboarding Interviews & Surveys. EngagementSurveys.
EMPLOYEE RETENTION REPORT Work Institute's Retention Reports Work Institute's annual employee Retention Reports reveal insights into the reasons why employees quit their jobs for that specific year. These reports show the state of the jobs market, trends in employee turnover, top 10 reasons for leaving, and how organizations can reduce their own employee turnover. CAREER DEVELOPMENT IS THE #1 REASON FOR LEAVING FOR 10 For the tenth consecutive year, Career Development is the number one reason listed why employees quit their jobs. The 2020 Retention Report once again shows the lack of Career Development opportunities is the most popular reason for leaving.. Based on our research one out of every five employees who chose to accept a new job with a different employer in 2019 was because of Career REASONS EMPLOYEES QUIT THEIR JOB DURING THE CORONAVIRUS Reason 2: Leadership’s management of the crisis. Leader behavior by both direct supervisors and upper management drove and will drive employees to quit. Dissatisfaction with how leaders treated/treat employees and how information is communicated are critical themes. “ are not supportive of staff being safe. THE DEFINITION OF VOICE OF THE EMPLOYEE AND WHY IT IS Definition of Voice of Employee. Voice of employee is defined as the opportunity for employees to express concerns about policies in the workplace and offer ideas about how to improve conditions in the workplace. Within the concept of employee voice, there are two types: formal and informal. Informal employee voice is defined as the abilityfor
2020 RETENTION REPORT 3 TABLE OF CONTENTS 2020 RETENTION REPORT 4 DEAR EMPLOYERS 5 EXECUTIVE SUMMARY 6 STATE OF THE WORKFORCE • Voluntary Turnover Continued in Intensity and Seriousness • Total Turnover – Voluntary andInvoluntary
FIRST YEAR TURNOVER
The onboarding process needed to be improved. Leadership behaviors had to change to better retain nurses. Based on these key findings, changes were implemented that resulted in a 33% increase in “Excellent” ratings for onboarding, 36% decreases in “Poor” ratings for onboarding, and an overall 36% decrease in First YearNursing Turnover.
HOW TO DEFINE ETHICAL BEHAVIOR & WHY IT'S IMPORTANT IN THE Ethics in the workplace is defined as the moral code that guides the behavior of employees with respect to what is right and wrong in regard to conduct and decision making. Ethical decision making in the workplace takes into account the individual employee’s best interest and also takes into account the best interest of those impacted. THE IMPORTANCE OF THE SERVICE-PROFIT CHAIN THEORY The Service-Profit Chain is a theory and business model evolved by a group of researchers from Harvard University. In their book The Service Profit Chain – How Leading Companies Link Profit and Growth To Loyalty, Satisfaction and Value they prove the direct link between superior service experiences and customer loyalty to financial performance (profit and growth). DOWNLOAD THE 2018 RETENTION REPORT The real reasons employees intend to leave. How reasons for leaving have changed. How market conditions impact the reasons employees leave. How much turnover costs U.S. organizations. How reports of ethics issues have changed. How first-year turnover has changed since last year. What you can do to reduce turnover in your organization.DOWNLOAD NOW.
CONTACT US - WORK INSTITUTE Let's Connect. Fill out the form below to contact us. Work Institute is eager to help you improve employee engagement and retention for your organization. We can help you stop costly turnover, implement a better recruiting and onboarding experience, and create a culture of feedback that let's your people know you're not only listening but are responsive to their needs and able to act. ABOUT WORK INSTITUTE Established in 2000 by organizational behavior expert Dr. Thomas F. Mahan, Work Institute is the go-to resource for employee retention programs, employee engagement strategies, and workplace solutions. Our workplace experts are here to help companies attract and retain talent, improve performance, diminish risk, and manage human capitalcost by
WEBINARS - WORK INSTITUTE Watch this virtual panel discussion with #1 best-selling author and keynote speaker on customer experience, Tony Bodoh and Work Institute president and best selling author Danny Nelms discuss the similarities, differences, and best practices to drive value in your customer and employee survey tools. Watch the Virtual PanelDiscussion.
CHANGE MANAGEMENT DURING THE COVID-19 PANDEMIC The uncertain times of the Covid-19 pandemic have made it more important than ever for organizations to realize that change is happening at a greater pace and with a much greater impact than ever before. Staff are suddenly working remotely from home, leaders are trying to maintain business where possible and people are struggling to deal with all that is different today than a month ago. THE IMPORTANCE OF THE SERVICE-PROFIT CHAIN THEORY The Service-Profit Chain is a theory and business model evolved by a group of researchers from Harvard University. In their book The Service Profit Chain – How Leading Companies Link Profit and Growth To Loyalty, Satisfaction and Value they prove the direct link between superior service experiences and customer loyalty to financial performance (profit and growth). THE DEFINITION OF VOICE OF THE EMPLOYEE AND WHY IT IS Definition of Voice of Employee. Voice of employee is defined as the opportunity for employees to express concerns about policies in the workplace and offer ideas about how to improve conditions in the workplace. Within the concept of employee voice, there are two types: formal and informal. Informal employee voice is defined as the abilityfor
VOLUNTARY TURNOVER RETURNS AS COVID RECEDES September 23, 2020. The latest voluntary quit (turnover) rate shows nearly twice the amount of employees quit their jobs in July 2020 than those who quit in April 2020. Even during a global pandemic, a historic recession (hopefully on a short one), high unemployment, and general fear and restlessness, U.S. workers still control the jobmarket.
HIGH EMPLOYEE TURNOVER Tackle The Problem Prevent High Employee Turnover. Does tackling employee turnover feel like an impossible task? If so, you’re not alone. More than 20% of U.S. employees voluntarily quit their jobs annually, causing employers across the country to scramble to hire new employees.. The good news is that research has shown over 75% of the reasons employees quit are preventable. BREAKING DOWN THE DIRECT COSTS OF EMPLOYEE TURNOVER What gets measured gets managed. With the estimated costs of employee turnover ranging from 33% up to 200% of the departing employee’s salary, it is imperative for organization’s to understand exactly what goes into the overall cost of employee turnover.There are multiple layers in beginning to calculate the exact costs of turnover which is why the estimated costs of turnover have such a 2019 RETENTION REPORT REVIEW THIS REPORT TO LEARN: In 2018, a staggering 27% of U.S. workers voluntarily left their jobs. If organizations let this trend continue, voluntary turnover will hit 35% by 2023, placing companies in continuous and enormous risk. EMPLOYEE RETENTION & ENGAGEMENT SOLUTIONS, SIMPLIFIEDABOUTSOLUTIONSAPPROACHSUCCESSRESOURCESCONTACT Work Institute conducts evidence-based employee feedback research to guide employee retention and engagement solutions. EMPLOYEE RETENTION REPORT Work Institute's Retention Reports Work Institute's annual employee Retention Reports reveal insights into the reasons why employees quit their jobs for that specific year. These reports show the state of the jobs market, trends in employee turnover, top 10 reasons for leaving, and how organizations can reduce their own employee turnover. CAREER DEVELOPMENT IS THE #1 REASON FOR LEAVING FOR 10 For the tenth consecutive year, Career Development is the number one reason listed why employees quit their jobs. The 2020 Retention Report once again shows the lack of Career Development opportunities is the most popular reason for leaving.. Based on our research one out of every five employees who chose to accept a new job with a different employer in 2019 was because of Career REASONS EMPLOYEES QUIT THEIR JOB DURING THE CORONAVIRUS We recently hosted a webinar titled “Voice of the Employee Trends During the Pandemic.” The below quotes are based on Work Institute interviews with employees who quit their jobs based on how their organization managed the coronavirus pandemic.FIRST YEAR TURNOVER
Tackling The Problem Prevent First Year Turnover Over one-third of newly hired employees quit within their first year. This not only creates a revolving door of employees burdening your talent acquisition team, it’s expensive. Studies show the time it takes to get a new employee productive can range from as little as eight monthsto
THE DEFINITION OF VOICE OF THE EMPLOYEE AND WHY IT IS Voice of the employee has become increasingly important to leaders of organizations, leading the Society for Industrial and Organizational Psychology to list capturing the employee voice as the number seven workplace trend. As the emphasis escalates, many human resources leaders may be asking what is the definition of voice of employee andwhy is voice of
2020 RETENTION REPORT 3 TABLE OF CONTENTS 2020 RETENTION REPORT 4 DEAR EMPLOYERS 5 EXECUTIVE SUMMARY 6 STATE OF THE WORKFORCE • Voluntary Turnover Continued in Intensity and Seriousness • Total Turnover – Voluntary andInvoluntary
THE IMPORTANCE OF THE SERVICE-PROFIT CHAIN THEORY The Service-Profit Chain is a theory and business model evolved by a group of researchers from Harvard University. In their book The Service Profit Chain – How Leading Companies Link Profit and Growth To Loyalty, Satisfaction and Value they prove the direct link between superior service experiences and customer loyalty to financial performance (profit and growth). HOW TO DEFINE ETHICAL BEHAVIOR & WHY IT'S IMPORTANT IN THE The plot of good versus evil, good guys versus bad guys, or right versus wrong has played out in books and movies for ages. It is arguably the most common struggle at DOWNLOAD THE 2018 RETENTION REPORT Work Institute 3351 Aspen Grove Drive, Suite 300 | Franklin, TN 37067 | Toll Free: 1-888-750-9008 | Phone: 615-777-6400 EMPLOYEE RETENTION & ENGAGEMENT SOLUTIONS, SIMPLIFIEDABOUTSOLUTIONSAPPROACHSUCCESSRESOURCESCONTACT Work Institute conducts evidence-based employee feedback research to guide employee retention and engagement solutions. EMPLOYEE RETENTION REPORT Work Institute's Retention Reports Work Institute's annual employee Retention Reports reveal insights into the reasons why employees quit their jobs for that specific year. These reports show the state of the jobs market, trends in employee turnover, top 10 reasons for leaving, and how organizations can reduce their own employee turnover. CAREER DEVELOPMENT IS THE #1 REASON FOR LEAVING FOR 10 For the tenth consecutive year, Career Development is the number one reason listed why employees quit their jobs. The 2020 Retention Report once again shows the lack of Career Development opportunities is the most popular reason for leaving.. Based on our research one out of every five employees who chose to accept a new job with a different employer in 2019 was because of Career REASONS EMPLOYEES QUIT THEIR JOB DURING THE CORONAVIRUS We recently hosted a webinar titled “Voice of the Employee Trends During the Pandemic.” The below quotes are based on Work Institute interviews with employees who quit their jobs based on how their organization managed the coronavirus pandemic.FIRST YEAR TURNOVER
Tackling The Problem Prevent First Year Turnover Over one-third of newly hired employees quit within their first year. This not only creates a revolving door of employees burdening your talent acquisition team, it’s expensive. Studies show the time it takes to get a new employee productive can range from as little as eight monthsto
THE DEFINITION OF VOICE OF THE EMPLOYEE AND WHY IT IS Voice of the employee has become increasingly important to leaders of organizations, leading the Society for Industrial and Organizational Psychology to list capturing the employee voice as the number seven workplace trend. As the emphasis escalates, many human resources leaders may be asking what is the definition of voice of employee andwhy is voice of
2020 RETENTION REPORT 3 TABLE OF CONTENTS 2020 RETENTION REPORT 4 DEAR EMPLOYERS 5 EXECUTIVE SUMMARY 6 STATE OF THE WORKFORCE • Voluntary Turnover Continued in Intensity and Seriousness • Total Turnover – Voluntary andInvoluntary
THE IMPORTANCE OF THE SERVICE-PROFIT CHAIN THEORY The Service-Profit Chain is a theory and business model evolved by a group of researchers from Harvard University. In their book The Service Profit Chain – How Leading Companies Link Profit and Growth To Loyalty, Satisfaction and Value they prove the direct link between superior service experiences and customer loyalty to financial performance (profit and growth). HOW TO DEFINE ETHICAL BEHAVIOR & WHY IT'S IMPORTANT IN THE The plot of good versus evil, good guys versus bad guys, or right versus wrong has played out in books and movies for ages. It is arguably the most common struggle at DOWNLOAD THE 2018 RETENTION REPORT Work Institute 3351 Aspen Grove Drive, Suite 300 | Franklin, TN 37067 | Toll Free: 1-888-750-9008 | Phone: 615-777-6400 ABOUT WORK INSTITUTE Established in 2000 by organizational behavior expert Dr. Thomas F. Mahan, Work Institute is the go-to resource for employee retention programs, employee engagement strategies, and workplace solutions. CONTACT US - WORK INSTITUTE Let's Connect. Fill out the form below to contact us. Work Institute is eager to help you improve employee engagement and retention for your organization. We can help you stop costly turnover, implement a better recruiting and onboarding experience, and create a culture of feedback that let's your people know you're not only listening but are responsive to their needs and able to act. WEBINARS - WORK INSTITUTE Watch this virtual panel discussion with #1 best-selling author and keynote speaker on customer experience, Tony Bodoh and Work Institute president and best selling author Danny Nelms discuss the similarities, differences, and best practices to drive value in your customer and employee survey tools. CHANGE MANAGEMENT DURING THE COVID-19 PANDEMIC The uncertain times of the Covid-19 pandemic have made it more important than ever for organizations to realize that change is happening at a greater pace and with a much greater impact than ever before. Staff are suddenly working remotely from home, leaders are trying to maintain business where possible and people are struggling to deal with all that is different today than a month ago. 2021 RETENTION REPORT: THE COVID EDITION Get your copy the 2021 Retention Report today. Fill out the form to receive your own copy of the groundbreaking insights of Work Institute's fifth annual 2021 Retention Report: The COVID Edition. Download this report to learn the impacts the coronavirus pandemic on: VOLUNTARY TURNOVER RETURNS AS COVID RECEDES The latest voluntary quit (turnover) rate shows nearly twice the amount of employees quit their jobs in July 2020 than those who quitin April 2020.
HIGH EMPLOYEE TURNOVER Tackle The Problem Prevent High Employee Turnover. Does tackling employee turnover feel like an impossible task? If so, you’re not alone. More than 20% of U.S. employees voluntarily quit their jobs annually, causing employers across the country to scramble to hire new employees.. The good news is that research has shown over 75% of the reasons employees quit are preventable. BREAKING DOWN THE DIRECT COSTS OF EMPLOYEE TURNOVER What gets measured gets managed. With the estimated costs of employee turnover ranging from 33% up to 200% of the departing employee’s salary, it is imperative for organization’s to understand exactly what goes into the overall cost of employee turnover.There are multiple layers in beginning to calculate the exact costs of turnover which is why the estimated costs of turnover have such a THE IMPORTANCE OF THE SERVICE-PROFIT CHAIN THEORY The Service-Profit Chain is a theory and business model evolved by a group of researchers from Harvard University. In their book The Service Profit Chain – How Leading Companies Link Profit and Growth To Loyalty, Satisfaction and Value they prove the direct link between superior service experiences and customer loyalty to financial performance (profit and growth).WORK INSTITUTE
Please email support@workinstitute.com for technical assistance. You will receive a response within 24 hours. EMPLOYEE RETENTION & ENGAGEMENT SOLUTIONS, SIMPLIFIEDABOUTSOLUTIONSAPPROACHSUCCESSRESOURCESCONTACT Work Institute’s Voice of the Employee approach gives employees a true voice to identify the strengths and opportunities for employers to improve workplace conditions. Better workplace conditions result in improved retention, higher levels of engagement, and lower human capital costs. We offer: Onboarding Interviews & Surveys. EngagementSurveys.
EMPLOYEE RETENTION REPORT Work Institute's Retention Reports Work Institute's annual employee Retention Reports reveal insights into the reasons why employees quit their jobs for that specific year. These reports show the state of the jobs market, trends in employee turnover, top 10 reasons for leaving, and how organizations can reduce their own employee turnover. CAREER DEVELOPMENT IS THE #1 REASON FOR LEAVING FOR 10 For the tenth consecutive year, Career Development is the number one reason listed why employees quit their jobs. The 2020 Retention Report once again shows the lack of Career Development opportunities is the most popular reason for leaving.. Based on our research one out of every five employees who chose to accept a new job with a different employer in 2019 was because of Career REASONS EMPLOYEES QUIT THEIR JOB DURING THE CORONAVIRUS Reason 2: Leadership’s management of the crisis. Leader behavior by both direct supervisors and upper management drove and will drive employees to quit. Dissatisfaction with how leaders treated/treat employees and how information is communicated are critical themes. “ are not supportive of staff being safe. THE DEFINITION OF VOICE OF THE EMPLOYEE AND WHY IT IS Definition of Voice of Employee. Voice of employee is defined as the opportunity for employees to express concerns about policies in the workplace and offer ideas about how to improve conditions in the workplace. Within the concept of employee voice, there are two types: formal and informal. Informal employee voice is defined as the abilityfor
FIRST YEAR TURNOVER
The onboarding process needed to be improved. Leadership behaviors had to change to better retain nurses. Based on these key findings, changes were implemented that resulted in a 33% increase in “Excellent” ratings for onboarding, 36% decreases in “Poor” ratings for onboarding, and an overall 36% decrease in First YearNursing Turnover.
HOW TO DEFINE ETHICAL BEHAVIOR & WHY IT'S IMPORTANT IN THE Ethics in the workplace is defined as the moral code that guides the behavior of employees with respect to what is right and wrong in regard to conduct and decision making. Ethical decision making in the workplace takes into account the individual employee’s best interest and also takes into account the best interest of those impacted. BREAKING DOWN THE DIRECT COSTS OF EMPLOYEE TURNOVER What gets measured gets managed. With the estimated costs of employee turnover ranging from 33% up to 200% of the departing employee’s salary, it is imperative for organization’s to understand exactly what goes into the overall cost of employee turnover.There are multiple layers in beginning to calculate the exact costs of turnover which is why the estimated costs of turnover have such a THE IMPORTANCE OF THE SERVICE-PROFIT CHAIN THEORY The Service-Profit Chain is a theory and business model evolved by a group of researchers from Harvard University. In their book The Service Profit Chain – How Leading Companies Link Profit and Growth To Loyalty, Satisfaction and Value they prove the direct link between superior service experiences and customer loyalty to financial performance (profit and growth). DOWNLOAD THE 2018 RETENTION REPORT The real reasons employees intend to leave. How reasons for leaving have changed. How market conditions impact the reasons employees leave. How much turnover costs U.S. organizations. How reports of ethics issues have changed. How first-year turnover has changed since last year. What you can do to reduce turnover in your organization.DOWNLOAD NOW.
EMPLOYEE RETENTION & ENGAGEMENT SOLUTIONS, SIMPLIFIEDABOUTSOLUTIONSAPPROACHSUCCESSRESOURCESCONTACT Work Institute’s Voice of the Employee approach gives employees a true voice to identify the strengths and opportunities for employers to improve workplace conditions. Better workplace conditions result in improved retention, higher levels of engagement, and lower human capital costs. We offer: Onboarding Interviews & Surveys. EngagementSurveys.
EMPLOYEE RETENTION REPORT Work Institute's Retention Reports Work Institute's annual employee Retention Reports reveal insights into the reasons why employees quit their jobs for that specific year. These reports show the state of the jobs market, trends in employee turnover, top 10 reasons for leaving, and how organizations can reduce their own employee turnover. CAREER DEVELOPMENT IS THE #1 REASON FOR LEAVING FOR 10 For the tenth consecutive year, Career Development is the number one reason listed why employees quit their jobs. The 2020 Retention Report once again shows the lack of Career Development opportunities is the most popular reason for leaving.. Based on our research one out of every five employees who chose to accept a new job with a different employer in 2019 was because of Career REASONS EMPLOYEES QUIT THEIR JOB DURING THE CORONAVIRUS Reason 2: Leadership’s management of the crisis. Leader behavior by both direct supervisors and upper management drove and will drive employees to quit. Dissatisfaction with how leaders treated/treat employees and how information is communicated are critical themes. “ are not supportive of staff being safe. THE DEFINITION OF VOICE OF THE EMPLOYEE AND WHY IT IS Definition of Voice of Employee. Voice of employee is defined as the opportunity for employees to express concerns about policies in the workplace and offer ideas about how to improve conditions in the workplace. Within the concept of employee voice, there are two types: formal and informal. Informal employee voice is defined as the abilityfor
FIRST YEAR TURNOVER
The onboarding process needed to be improved. Leadership behaviors had to change to better retain nurses. Based on these key findings, changes were implemented that resulted in a 33% increase in “Excellent” ratings for onboarding, 36% decreases in “Poor” ratings for onboarding, and an overall 36% decrease in First YearNursing Turnover.
HOW TO DEFINE ETHICAL BEHAVIOR & WHY IT'S IMPORTANT IN THE Ethics in the workplace is defined as the moral code that guides the behavior of employees with respect to what is right and wrong in regard to conduct and decision making. Ethical decision making in the workplace takes into account the individual employee’s best interest and also takes into account the best interest of those impacted. BREAKING DOWN THE DIRECT COSTS OF EMPLOYEE TURNOVER What gets measured gets managed. With the estimated costs of employee turnover ranging from 33% up to 200% of the departing employee’s salary, it is imperative for organization’s to understand exactly what goes into the overall cost of employee turnover.There are multiple layers in beginning to calculate the exact costs of turnover which is why the estimated costs of turnover have such a THE IMPORTANCE OF THE SERVICE-PROFIT CHAIN THEORY The Service-Profit Chain is a theory and business model evolved by a group of researchers from Harvard University. In their book The Service Profit Chain – How Leading Companies Link Profit and Growth To Loyalty, Satisfaction and Value they prove the direct link between superior service experiences and customer loyalty to financial performance (profit and growth). DOWNLOAD THE 2018 RETENTION REPORT The real reasons employees intend to leave. How reasons for leaving have changed. How market conditions impact the reasons employees leave. How much turnover costs U.S. organizations. How reports of ethics issues have changed. How first-year turnover has changed since last year. What you can do to reduce turnover in your organization.DOWNLOAD NOW.
ABOUT WORK INSTITUTE Established in 2000 by organizational behavior expert Dr. Thomas F. Mahan, Work Institute is the go-to resource for employee retention programs, employee engagement strategies, and workplace solutions. Our workplace experts are here to help companies attract and retain talent, improve performance, diminish risk, and manage human capitalcost by
CONTACT US - WORK INSTITUTE Let's Connect. Fill out the form below to contact us. Work Institute is eager to help you improve employee engagement and retention for your organization. We can help you stop costly turnover, implement a better recruiting and onboarding experience, and create a culture of feedback that let's your people know you're not only listening but are responsive to their needs and able to act. WEBINARS - WORK INSTITUTE Watch this virtual panel discussion with #1 best-selling author and keynote speaker on customer experience, Tony Bodoh and Work Institute president and best selling author Danny Nelms discuss the similarities, differences, and best practices to drive value in your customer and employee survey tools. Watch the Virtual PanelDiscussion.
CHANGE MANAGEMENT DURING THE COVID-19 PANDEMIC The uncertain times of the Covid-19 pandemic have made it more important than ever for organizations to realize that change is happening at a greater pace and with a much greater impact than ever before. Staff are suddenly working remotely from home, leaders are trying to maintain business where possible and people are struggling to deal with all that is different today than a month ago. 2021 RETENTION REPORT: THE COVID EDITION Fill out the form to receive your own copy of the groundbreaking insights of Work Institute's fifth annual 2021 Retention Report: The COVID Edition. Download this report to learn the impacts the coronavirus pandemic on: The overall state of the workforce in 2020. The overall U.S. Layoffs and Voluntary Turnover. VOLUNTARY TURNOVER RETURNS AS COVID RECEDES September 23, 2020. The latest voluntary quit (turnover) rate shows nearly twice the amount of employees quit their jobs in July 2020 than those who quit in April 2020. Even during a global pandemic, a historic recession (hopefully on a short one), high unemployment, and general fear and restlessness, U.S. workers still control the jobmarket.
HIGH EMPLOYEE TURNOVER Tackle The Problem Prevent High Employee Turnover. Does tackling employee turnover feel like an impossible task? If so, you’re not alone. More than 20% of U.S. employees voluntarily quit their jobs annually, causing employers across the country to scramble to hire new employees.. The good news is that research has shown over 75% of the reasons employees quit are preventable. BREAKING DOWN THE DIRECT COSTS OF EMPLOYEE TURNOVER What gets measured gets managed. With the estimated costs of employee turnover ranging from 33% up to 200% of the departing employee’s salary, it is imperative for organization’s to understand exactly what goes into the overall cost of employee turnover.There are multiple layers in beginning to calculate the exact costs of turnover which is why the estimated costs of turnover have such a THE IMPORTANCE OF THE SERVICE-PROFIT CHAIN THEORY The Service-Profit Chain is a theory and business model evolved by a group of researchers from Harvard University. In their book The Service Profit Chain – How Leading Companies Link Profit and Growth To Loyalty, Satisfaction and Value they prove the direct link between superior service experiences and customer loyalty to financial performance (profit and growth).WORK INSTITUTE
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EMPLOYEE RETENTION AND ENGAGEMENT, SIMPLIFIED.Learn More
ASK, LISTEN, COMMUNICATE, ACT EMPLOYEE RETENTION AND ENGAGEMENT PROGRAMS The pressure on employers to retain and engage their employees has never been greater. Unfortunately, organizations continue to make retaining and engaging employees more complicated than it needs to be. Work Institute’s world-class programs give employees a true voice in identifying the strengths of their employer and opportunities to improve workplace conditions. In turn, employers can improve their workforce through employee engagement and retention strategies that curb the escalating costs of employee turnover and disengagement.Our Approach
PROBLEMS WE SOLVE
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THE WHY MATTERS
Our interview methodology utilizes open ended questions to help organizations understand why employees feel the way they do. If you know why they feel that way, you can intervene where necessary to improve your organization’s employee retention and engagementprograms.
“Upper management was awful. We once got an email stating that ‘he would allow us to have Labor Day off’ and that ‘you better enjoy it because next week is going to be very tough.’ Labor Day is acompany holiday.”
“I was an employee at the company for years and they continued to hire people from outside the company for jobs I was qualified for.” “The job only required one subset of my skills. Even though I offered myself to do more, the company never allowed me to. I left to take a job that used more of my skills.” “I left because of schedule conflicts. The company knew I needed to work nights because I was in school and with no notification I was scheduled for days.” “I never had the resources to do my job. Every time I brought it up, the company said it would be addressed but it never was.” “It was a negative work environment. Many employees were hostile towards each other and none of this was ever recognized bymanagement.”
“Upper management was awful. We once got an email stating that ‘he would allow us to have Labor Day off’ and that ‘you better enjoy it because next week is going to be very tough.’ Labor Day is acompany holiday.”
“I was an employee at the company for years and they continued to hire people from outside the company for jobs I was qualified for.” “The job only required one subset of my skills. Even though I offered myself to do more, the company never allowed me to. I left to take a job that used more of my skills.” “I left because of schedule conflicts. The company knew I needed to work nights because I was in school and with no notification I was scheduled for days.”FEATURED CLIENTS
Through our proven Employee Retention and Engagement Program’s strategies, we reduce turnover, increases retention, and strengthen employee satisfaction across a number of industries.Our Success Stories
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