THE IMPACT ON YOUR BOTTOM LINE

They're looking to leave you

Monster.com released a survey that showed 95% of respondents are thinking of finding a new job. Even if 1/4 of those actually DID change jobs, is that a talent loss and replacement rate you can afford?

Ask yourself why your employees might be looking for greener pastures elsewhere, and what you can do about it.

They're burnt out

Indeed.com found that 52% of survey respondents reported experiencing burnout, while the Monster.com poll found 32% cited burnout as a reason for wanting to throw in the towel at work.

What are you doing to support your workforce and keep them thriving with you?

If they're not leaving, they're not exactly with you either

Frustrations with the boss drive more than 1/2 of employees out the door. Another 1/3 stick around but dream of opportunities to get away from their manager. Either way, we're talking about a serious lack of engagement and the ripple effects that come with it.

What are you doing to reduce costs and risks associated with high levels of turnover and disengagement?

It's not always about money

89% of bosses believe employees quit because they want more money. Meanwhile, only 12% actually do leave for money. Or, workers leave for as little as $1/hour more than what you pay. That's not about money.

Are you asking your workforce what makes them want to stick around besides the paycheck?

They're not getting developed

Over 22% of employees cite lack of career development as the reason for leaving. Career development was in the Top 5 mentions in Glassdoor's Top 100 Employers of 2022 survey. Everyone's better off when there's a clear path to follow and goals to reach.

What are you offering for training, coaching, mentoring and meaningful conversations about goals and success in your organization?

good news! You can do something about this.

Imagine

Having employees who are more engaged and productive in their work
Happier and healthier staff who aren't stressed and burnt out
Fewer headaches and heartaches from high turnover and the ripple effect it creates
High performing teams who collaborate and communicate effectively
Frontline and middle managers who think and act like leaders while knowing the tactical best practices for leading others

Skip

Imagine

being the company where employees are busier plotting their exit than putting in their best effort by having a clear talent strategy and development programs in place that ensure your business outcomes are aligned with your mission and goals.

why developing your people is critical

Development Engages

Development Boosts Income

Companies with engaged employees outperform those without by up to 202%.

Development Boosts Income

Companies that offer comprehensive training programs have 218% higher income per employee than companies without formalized training.

Development Lowers Losses

Development Boosts Income

Development Prevents Problems

A full 40% of employees who don't receive the necessary job training to become effective will leave their positions within the first year.

Development Prevents Problems

More than 3/4 of turnover is preventable. And unncecessary turnover costs a fortune!

Development Creates Loyalty

Development Prevents Problems

Development Creates Loyalty

Companies who invest in employee learning have less than 1/2 the turnover rate of those who don't.

Development is Desirable

Development Prevents Problems

Development Creates Loyalty

More than 1/3 of Millennials see comprehensive training and development programs as a top benefit they want from a company. This is the largest generation in the US labor force today.