As any and all HR executive search firms and HR structure models will be aware of, issues with job retention have been commonly seen all throughout the United States, particularly in recent years. After all, the year of 2015 alone found more than two and a half million workers leaving their roles in just the June of that year alone. Already, this marked an increase in the number of people leaving their jobs by as much as a full 25% – and this is a number that has only continued to grow in all the years that have followed since as well.
Some people have attributed to the issue to the Millennial generation, even referring to them as the job hopping generation. Some of this name rings very true, as up to 60% of all workers who are also Millennials would consider a new job even if they already had one, as more and more Millennials are looking for the best possible option out there, no matter what. For a great many people, a better job is worth switching to, as it can mean a greater deal of security and even fulfillment at the end of the day. But this is not something that can be blamed on Millennial employees. After all, this job hopping nature is very much something that is only just a symptom and sign of a much larger issue indeed.
For instance, many people find that they are simply not adequately supported within the workplace, as many HR structure models unfortunately show. As a matter of fact, such HR structure models should ideally be having those in the higher up positions playing a much more intrinsically motivating role than they currently do. Unfortunately, however, such HR structure models are typically only ideals and most actual HR structure models do not play out nearly in this way. In fact, HR structure models in today’s world actually instead show that just a scant one fifth (around 20%, to phrase things just a bit differently) of all people currently employed throughout the United States are actually of the opinion that they are being successfully motivated and promoted to do their best possible work by those in the positions above them. Ultimately, this means that the vast majority of all workers in the United States are very much not benefiting from the HR structure models that are in place.
Fortunately, there are steps that can be taken to improve these HR structure models in a way that will hugely benefit those who work in the typical work place here in the United States. For one thing, creating a better on boarding process is likely to go an incredibly long way when it comes to keeping employees for the long term, something that any HR recruiter should be hugely aware of, to say the very least. For many people and many places of work, this can mean the difference between success in job retention and having incredibly poor job retention rates, to say the very least.
In addition to this, simply instituting some type of employee recognition program will also be quite hugely helpful indeed. After all, more than 85% of all companies who have put such employee recognition programs in place have seen a tremendous growth in overall employee happiness. And this employee happiness matters quite a lot indeed, going a long way towards improving overall work performance even, as well as overall rates of productivity and the quality of said work that is produced.
Including better diversity into the typical working space is also something that can help. After all, incorporating ethnic diversity into the working environment can mean that your place of work outperforms other, less diverse, places of work by as much as a full 35%. In addition to this, even just including gender diversity more thoroughly into the average given working space is something that can improve overall quality of work and work performance by as much as 15% – in comparison to the working environment where such gender diversity or ethnic diversity is not seen in any sort of meaningful way.
