Workplace statistics
Workplace Data Tells the Story
42% of Employee Turnover Is Preventable but Often Ignored - GALLUP
Self-reported employee turnover risk is at its highest point since 2015.
Gallup’s latest measure in May shows half of U.S. employees (51%) are watching or actively seeking a new job, continuing a recent upward trend. While voluntary employee turnover rates have stabilized since the Great Resignation due to cooling economic and job markets, employees’ long-term commitment to their organizations is currently the lowest it has been in nine years.
Employee retention challenges are emerging, and failing to act could lead to costly replacements in the future.
Gallup estimates that the replacement of leaders and managers costs around 200% of their salary, the replacement of professionals in technical roles is 80% of their salary, and frontline employees 40% of their salary.
An astounding 42% of employees who voluntarily left their organization in the past year report that their manager or organization could have done something to prevent them from leaving their job.
Gallup’s latest measure in May shows half of U.S. employees (51%) are watching or actively seeking a new job, continuing a recent upward trend. While voluntary employee turnover rates have stabilized since the Great Resignation due to cooling economic and job markets, employees’ long-term commitment to their organizations is currently the lowest it has been in nine years.
Employee retention challenges are emerging, and failing to act could lead to costly replacements in the future.
Gallup estimates that the replacement of leaders and managers costs around 200% of their salary, the replacement of professionals in technical roles is 80% of their salary, and frontline employees 40% of their salary.
An astounding 42% of employees who voluntarily left their organization in the past year report that their manager or organization could have done something to prevent them from leaving their job.
The cost of unhappy employees
It goes without saying that unhappy employees struggle to perform well. Employees who feel undervalued, stressed or bored are:
10% less productive
15% less profitable
12x more likely to quit
The bottom line? Decreased turnover and lost revenue. Put simply, businesses can’t afford to have disengaged staff. So why does it happen in the first place?
10% less productive
15% less profitable
12x more likely to quit
The bottom line? Decreased turnover and lost revenue. Put simply, businesses can’t afford to have disengaged staff. So why does it happen in the first place?
Gen Zs and millennials have a new perspective
For values-driven generations like Gen Z and millennials, the ability to drive change on social issues has the potential to make or break recruitment and retention efforts. Nearly four in 10 (44% of Gen Zs and 37% of millennials) say they have rejected assignments due to ethical concerns, while 39% and 34%, respectively, haveturned down employers that do not align with their values.
Gen Zs and millennials have high expectations for businesses around social impact—expectations that are not always met. Less than half of Gen Z (48%) and millennial (44%) respondents believe business has a positive impact on society, although among Gen Zs, this is the first year that percentage hasn’t dropped in over five years.
Gen Zs and millennials have high expectations for businesses around social impact—expectations that are not always met. Less than half of Gen Z (48%) and millennial (44%) respondents believe business has a positive impact on society, although among Gen Zs, this is the first year that percentage hasn’t dropped in over five years.
140 Job Satisfaction Statistics: Factors, Benefits, and Trends
81% of employees consider leaving their jobs due to job dissatisfaction.
79% of employees state that clear opportunities for career progression significantly impact their job satisfaction.
Disengaged employees cost organizations between $450 billion to $550 billion annually.
Employees with low job satisfaction are three times more likely to report symptoms of depression.
79% of employees state that clear opportunities for career progression significantly impact their job satisfaction.
Disengaged employees cost organizations between $450 billion to $550 billion annually.
Employees with low job satisfaction are three times more likely to report symptoms of depression.