2016 was a doozy, right? Good and bad, the year brought forth a ton of changes across the US, politically, economically, emotionally, and every other -ally you want to throw in there.

And it all sets the stage for 2017.

What will this year bring?

Maybe the completion of Millennial entry into the workforce.

Maybe a complete overhaul of ACA and employment benefits structures.

Maybe even more dramatic change from the first wave of Gen Z employees.

It could get wild.

We know this for sure: there will be data

And as we've done in previous years, we'll be there collect every stat that's relevant to US employee engagement, workplace satisfaction, and employee benefits and perks, with links back to original sources.

Check them out here:

Of course, all of these statistics will also find their way onto our Ultimate Collection of Employee Engagement & Loyalty Statistics. Stats related to Millennials will also be added to our database of Millennial Employee Engagement & Loyalty Statistics.

Have data you'd like to see on these pages? Drop us a link in the comments.

This page is brought to you courtesy of Access Perks, our employee discount program built for small- and medium-sized businesses. Click here to check it out and learn more

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2017 Employee Engagement/Retention Statistics

  • 51% of the U.S. workforce is not engaged (Gallup)
  • Disengaged employees cost organizations between $450 and $550 billion annually (The Engagement Institute)
  • Disengaged workers cause massive losses in productivity – between $450 and $500 billion a year (Mental Health America)

  • 16% of employees said they felt “connected and engaged” by employers (EmployeeChannel)
  • 75% of American workers care deeply about the well-being of their employer and only 23% say they have full insight into how their organizations are actually doing (Kimble Applications)

  • 46% of employees said they were not confident that the information provided by their employer regarding the overall health of the business is a fair representation of reality (Kimble Applications)

  • 31% of employees said that more transparency regarding the overall health of the business would allow them to better understand their employer’s goals (Kimble Applications)

  • 23% of employees said that more transparency regarding the overall health of the business would cause them to be more motivated, and 14% would be less likely to take a competing job offer (Kimble Applications)

  • It can cost 33% of an employee’s salary to replace him/her (HR Dive)
  • 75% of the causes of employee turnover are preventable (HR Dive)
  • 17% of companies investing in data-based HR technology are looking to reduce turnover (OutMatch)

  • 60% of companies investing in data-based HR technology said they had average turnover rates of up to 20%, and 25% of the organizations had turnover rates of up to 50% (OutMatch)

  • 63% of the workforce was engaged in 2016 (24% highly engaged, 39% were moderately engaged (Aon Hewitt)
  • 42% of public school superintendents in the U.S. are engaged with their jobs (Gallup)

  • 34% of employees say they plan to leave their current role in the next 12 months (Mercer)
  • 44% of employees are happy in their current role (Hays)

  • 40% of employees leave their job because they are unhappy with it (IBM)

  • 20% of employees left their job because they were unhappy with the organization (IBM)

  • 81% of employees would consider leaving their current role for the right offer (Hays)

  • 16% of employees are actively seeking a new job (IBM)

  • 46% of employees would accept another job if the opportunity arose (IBM)

  • 19% of millennials and 8% of boomers are looking to exit their company (IBM)

  • 50% of millennials would consider another job opportunity even if they weren’t looking to leave (IBM)

  • 41% of Gen X are happy in their role, 51% experience high or very high workplace pressure, and one-third say they are highly likely to consider leaving their current role (Hays)

  • Baby Boomers are most likely to be satisfied in their current role (48%) and least likely to consider leaving (77%) (Hays)

  • 32% of workers ages 18-35 say they can see themselves leaving their job within a year (Comparably)

  • 24% of workers over 35 say they can see themselves leaving their job within a year vs 32% of millennials (Comparably)

  • 27% of employees change jobs each year, 17% are actively job-hunting and 46% are passively looking (ADP)
  • 51% of workers are looking to leave their current jobs (Gallup)
  • The average American worker spends 15 months in one role (Glassdoor)
  • 50% of employees say that are planning to stay at their current company for two years or less (Execu-Search)
  • 42% of employees earning $75,000 or more intend to quit in the next 6 months (meQuilibrium)
  • 68% of Millennials say the longest they would stay at a job they like is at least three years (Qualtrics)
  • 28% of workers ages 18-35 say they can see themselves staying on for at least another two years (Comparably)

  • 82% of millennials who work at independent insurance agencies are encouraging their friends and family to also get into the line of work (Vertafore)

  • 67% of millennials who work at independent insurance agencies have been in the industry for three years or longer and plan to stay in the industry for as long as possible (Vertafore)

  • 50% of referred employees stayed in their positions five years on average (SilkRoad)
  • 86% of workers report they would expect to be happier at a job they were referred for (iCIMS)

  • 35% of employees have changed jobs within the past three years; 91% of these left their company to do so (Gallup)
  • 71% of workers said they are looking to change employers (Mental Health America)

  • 54% of Americans say now is a "good time" to find a quality job (Gallup)
  • 37% of engaged employees are looking for jobs or watching for opportunities, as are 56% of not engaged and 73% of actively disengaged employees (Gallup)
  • 51% of U.S. workers overall (60% of millennials) are considering new employment opportunities (Gallup)
  • 41% of millennials expect to be in their current job for two years or less (compared to 17% of Gen X and 10% of Boomers) (Job Applicator Center)
  • 51% of Millennials are planning to leave their company in the next two years, compared to 37% of GenX and 25% of Boomers (Lightspeed)
  • 44% of millennial leaders say they intend to stay at their same company for more than 15 years; 29% of non-millennial leaders said the same thing (The Conference Board)
  • 73% of employees are open to hearing about new opportunities (TopResume)
  • 13% of employees say they love their job and are not looking for other opportunities (TopResume)
  • 87% of employees say they’re “highly committed” to their organization  (ReportLinker)
  • 40% of millennials say they are “somewhat” committed to their employer (ReportLinker)
  • 66% of older employees say they are “highly” committed  (ReportLinker)
  • 59% of employees would leave their profession if they could (CareerCast)
  • 26% of people said they would leave a traditional job to do freelance work (ReportLinker)

  • 29% of people cited the freedom that comes from being your own boss as a reason they would leave a traditional job to do freelance work (ReportLinker)

  • Millennials are 50% more likely to relocate and 16% more likely to switch industries for a new job than nonmillennials (LinkedIn)
  • 11% of employees say they don’t love their job, but they’re not sure if it’s time to leave it (TopResume)
  • 3% of employees say they’re unsure of their feelings toward their current job (TopResume)
  • 18% of employees don’t feel confident that an employer will take care of them (Job Applicator Center)
  • 46% of employees would consider a job that matched their current salary or even paid less (ADP)
  • 28% of workers ages 18-35 said they were somewhat or very likely to share their salary with coworkers; only 12% of workers older than 40 said the same (Comparably)

  • 27% of millennial workers ages 18-35 said their decision to discuss their salary with coworkers is dependent on the situation (Comparably)

  • 22% of millennials ages 31-35 were somewhat or very likely to reveal their salary to coworkers (Comparably)

  • 32% of workers were not likely to share their compensation details, and 22% said they would never do it (Comparably)

  • Employees earn a 5.2% pay increase on average when changing jobs (Glassdoor)
  • 62% of those with a postgraduate education say now is a good time to find a quality job (Gallup)
  • 57% of those with an annual household income of $75,000 or more say it is a good time to find a quality job (Gallup)
  • 49% of workers agree that their ability to find a new job has increased significantly over last year (Spherion)
  • 56% of those who are employed say it is a good time to find a quality job (Gallup)
  • 54% of those younger than 35 say it's a good time to find a quality job versus 48% of those aged 35 and older (Gallup)
  • A 10% increase in base pay increases the odds an employee will stay at the company by 1.5 percent (Glassdoor)
  • 90% of millennials would choose to stay in a job for the next 10 years if they knew they'd get annual raises and upward career mobility (Qualtrics)
  • 52% of employees feel confident their employer will repay them for their loyalty  (Job Applicator Center)
  • 76% of employees who do not feel valued are looking for other job opportunities  (Lifeworks)
  • 90% of executives said keeping new hires is an issue in their organizations (Korn Ferry)
  • 19% of executives said new hires, especially millennials, leave because they don’t like their organization’s culture (Korn Ferry)
  • 47% of people actively looking for new positions say company culture is the main reason (Hays)

  • 90% of millennials said they consider a company's sustainability important, compared to 84% of GenX and 77% of Boomers (Lightspeed)
  • 46% of HR pros list retention as their top challenge (Globoforce)
  • 20% of employers have replaced nearly half of their staff in the last 12 months (Spherion)
  • 78% of HR leaders are more concerned about the talent shortage today than they were a year ago (Spherion)
  • 34% of employers said that talent scarcity is their greatest concern (Randstad)

  • 63% of employers say they feel they have to pay workers more because the market is getting more competitive for talent (CareerBuilder)

  • 68% of the human resource professionals say last year they experienced recruiting difficulty and skill shortages for certain types of jobs (SHRM)
  • 36% of businesses see engagement as a top challenge (Globoforce)
  • 88% of businesses plan to improve employee engagement in 2017 (Virgin Pulse)
  • 95% of human resource leaders admit employee burnout is sabotaging workforce retention (Kronos)

  • 87% of human resource leaders say improved retention is a high / critical priority (Kronos)

  • 24% of CHROs say engaging and retaining employees is their biggest struggle (Korn Ferry)

  • 34% of companies focus on developing and retaining current employees (American Management Association
  • 71% of workers say the ability to provide for themselves and their families is what motivates them to do their job, followed by money (63%), and the ability to make a difference (38%) (CareerBuilder)

  • 86% of C-suite leaders and 76% of senior management say corporate America is headed in the right direction, compared to 54% of staff-level employees (Addison Group)
  • 46% of human resource leaders say employee burnout is responsible for up to half of their annual workforce turnover (Kronos)

  • 16% of HR leaders say a lack of budget is the primary obstacle to improving employee retention in the next 12 months (Kronos)

  • 15% of HR leaders say a lack of funding is the biggest challenge to improving employee engagement (Kronos)

  • Companies with more than 1,000 employees are 25% more likely to use software to measure employee engagement (Pomello)
  • 14% of HR leaders say lack of executive support is an additional obstacle to improving retention in 2017; 13% cite a lack of organizational vision (Kronos)

  • 50% of employees report feeling "neutral" or "disagreed" or "strongly disagreed" that the HR team made them feel more informed or engaged (EmployeeChannel)

  • 78% of companies have a documented employee engagement strategy and nearly 50% measure success (Maritz Motivation)
  • 62% of employers said that they would extend a counter offer in order to keep their best employees (Execu-Search)

  • 55% of employees said that they would reject a counter offer from their current employer (Execu-Search)
  • 60% of employers believe employees often hear about new job openings within the company, only about 30% of employees say they actually do (ADP)
  • 83% of employees with opportunities to take on new challenges say they’re more likely to stay with the organization (ReportLinker)
  • 55% of Millennials cite leadership opportunities as a key consideration (Impraise)
  • 65% of people think that freelancers are happier than other professionals (ReportLinker)

  • 75% of small business employees are very or extremely happy working for a small employer (Aflac)
  • 59% of small business employees say that what they respect most about their employer is that they provide a pleasant work environment (Aflac)
  • 89% of employees age 71 and older say they are very or extremely happy working for a small employer, compared with 70% of workers ages 18 to 36 (Aflac)
  • Top five reasons employees say they like working for small businesses: flexible scheduling (27%), seeing the fruits of their labor (23%), feeling their input matters (17%), being rewarded for hard work (14%) and getting noticed by people who matter (9%) (Aflac)
  • 86% of small business employees say they know how their job fits into their employer’s long-term plans (Aflac)
  • Employees who feel their voice is heard at work are 4.6 times more likely to feel empowered to perform their best work (Salesforce.com)
  • Empowerment and voice was a contributor to a positive employee experience (17%) (Globoforce)

  • Coworker relationships is a contributor to a positive employee experience (16%) (Globoforce)

  • 49% of employees cited coworkers as a reason to stay over salary (48%), working conditions (46%) and job security (46%) (Ceridian)

  • Meaningful work is the single largest contributor to a positive employee experience (27%) (Globoforce)

  • 78% of employees who say their company encourages creativity and innovation are committed to their employer (ReportLinker)
  • 51% of employers say that using benefits to retain employees will become even more important in the next 3 to 5 years (MetLife)
  • 26% of small-business employees would jump ship to a larger company if it meant better benefits offerings (Aflac)
  • Employees prefer financial benefits, such as profit-sharing (40%), pensions (51%) and monetary bonuses (54%), and would be willing to change jobs to receive these benefits (Gallup)

  • 77% of employees said their favorite type of holiday bonus is cash; 15% said paid time off; and 5% said gift cards (Express Employment Professionals)

  • 75% of employees reported they’re more likely to stay with their employer because of their benefit program (Willis Towers Watson)
  • Employees who are engaged with their financial wellness program are likely to stay at the company (56%), stay or become healthy (50%) and remain productive in the office (45%) (Ernst & Young)

  • 56% of employees say additional PTO would make them more loyal to an organization (Fierce)
  • 42% of employed cancer patients and survivors feel they need to stay at their current workplace because they need health insurance (Cancer and Careers)
  • 72% of employees say that having the ability to customize their benefits would increase their loyalty to their current employer (MetLife)
  • 76% of millennials reported that benefits customization is important for increasing their loyalty, compared to 67% of baby boomers (MetLife)
  • 62% of employees under 50 wouldn't consider working for a company that didn't offer voluntary benefits (BenefitsPro)
  • 59% of employees say that health and wellness benefits are important for increasing loyalty to their employer (MetLife)
  • 53% of employees said that financial planning programs are important for increasing loyalty (MetLife)
  • 86% of employees said they’d stay with a company for at least five years if their employer helped pay down their student loans (American Student Assistance)
  • State with the highest employee engagement: Alabama (37% of workforce); West Virginia is the lowest (21% of workforce actively disengaged) (Gallup)
  • 71% of full-time state and local government workers are unhappy or disengaged with their jobs (Gallup)
  • 38% of unhappy workers admitted to listening in on a private conversation, 5% to drinking alcohol, 15% to taking naps, 9% to helping themselves to coworkers’ food in the fridge, 40% playing pranks on coworkers, 5% to watching Netflix and 2% to using the company credit card for personal purchases (Randstad)

  • Professionals admit they’re bored at work for about 10.5 hours a week (OfficeTeam)

  • 28% of senior managers think employees are bored because they don’t feel challenged by their work (OfficeTeam)

  • 24% of US businesses employing hourly workers say employee retention is their top problem (Deputy)
  • 29% of hourly and 41% of salaried workers are completely satisfied with pay (Gallup)

  • Salaried workers (65%) are more satisfied than hourly workers (50%) with vacation time (Gallup)

  • Salaried workers (48%) are more satisfied than hourly workers (34%) with their retirement benefits (Gallup)

  • Salaried workers (45%) are more satisfied with opportunities for promotion than hourly workers (35%) (Gallup)

  • Salaried workers (55%) are more satisfied with recognition for accomplishments at work than hourly workers (46%) (Gallup)

  • Feedback, recognition and growth are contributors to a positive employee experience (16%) (Globoforce)

  • 60% of CFOs report that their workers are more engaged on the job compared to three years ago; 52% of CFOs believe this number is insufficient (Robert Half)
  • Highly engaged business units result in 21% greater profitability (Gallup)
  • Highly engaged business units realize a 41% reduction in absenteeism and a 17% increase in productivity (Gallup)
  • Highly engaged business units achieve a 10% increase in customer ratings and a 20% increase in sales (Gallup)
  • Teams that address engagement needs in their everyday work outperform bottom teams by an average 20% in sales and 10% in customer engagement (Gallup)
  • 44% of Millennials say they would be more loyal to their organization if their CEO took a public position on a hotly debated issue; 19% say they would be less loyal if their CEO spoke out (Weber Shandwick)
  • 16% of Gen Xers and 18% of Boomers would be more loyal if their CEO spoke out about a hotly debated issue; 18% and 20%, respectively, would be less loyal (Weber Shandwick)
  • 98% of HR professionals and 92% of employees surveyed said empathetic employers drive retention (Businessolver)
  • 92% of employees say showing empathy is an important way to advance employee retention (Businessolver)
  • 49% of employees would describe their organization as empathetic (Businessolver)
  • 80% of employees would work more hours and 60% would take a pay cut to work for a more empathetic employer (Businessolver)
  • 71% of employees would take a pay cut for their ideal job (Hays)

  • 66% of employees agree employers should express empathy through benefit packages, rather than corporate social responsibility (CSR) programs (Businessolver)
  • 53% of HR professionals say employee engagement rises when onboarding is improved (SilkRoad)
  • 28% of new hires are willing to quit their new jobs if they don’t find it satisfactory in the first 90 days (Robert Half)
  • 98% of executives say onboarding programs are a key factor in retention efforts (Korn Ferry)
  • 33% of employers who have raised educational requirements have seen a positive effect on employee retention (CareerBuilder)
  • 80% of HR leaders think their organizations will be affected by scarcity of talent this year (Randstad)
  • 45% of employees would feel more engaged with their job if their employer helped them better understand the impact of taxes and deductions (Kronos)
  • 80% of employees felt more engaged when their work was consistent with the core values and mission of their organisation (IBM)
  • 41% of employees strongly agree that they know what their company stands for and "what makes it different from competitors." (Gallup)
  • A 10% improvement in employees' connection with the mission or purpose of their organization would result in a 12.7% reduction in safety incidents, an 8.1% decrease in turnover, and a 4.4% increase in profitability (Gallup)
  • 30% of employees who work from home are engaged (Gallup)
  • 68% of recruiters and 53% of employers say candidates ask for work from home options “somewhat often” to “very often”. In addition, more than half of candidates say remote work is important when they’re considering their job options (MRINetwork)

  • 74% of workers said they would quit their current jobs to work for an organization offering remote-work options (Softchoice)

  • Companies that support remote work have 25% lower employee turnover than companies that don’t (Owl Labs)

  • 38% of millennials ages 18-35 say they plan to start their own company in the next five years (Comparably)

  • 54% of millennials would quit their job and start a business in the next six months if they had the tools and resources needed, compared to 41% of all adults (America's Small Business Development Centers)
  • It takes 4.5 weeks to fill a staff-level IT job (Robert Half)
  • The average tenure for CMOs at major consumer brands is 42 months (Spencer Stuart)
  • 53% of employee-owners ages 28-34 have longer tenure at their current jobs (NCEO)

  • 63% of survey respondents say a pet-friendly office would make them more keen on a new job (Purina)
  • 91% of employees say implementing pet-friendly policies would increase company loyalty (Banfield)
  • 40% to 60% of workers are in declining jobs (Pearson)

  • One in ten workers are in growing occupations (Pearson)

  • Seven in ten workers are in uncertain jobs, but can be prepared for the future (Pearson)

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2017 Workplace Satisfaction Statistics

  • 89% of employees say they are satisfied overall with their jobs (SHRM)
  • 45% of Gen X gig-only workers reported satisfaction with their work (Prudential)

  • 10% of employees rate their employee experience a 10 out of 10 (YouEarnedIt)
  • 67% of millennials say they are “somewhat happy” at work (Teem)
  • 67% of gig-only millennials reported that they like their current work situation and wouldn’t want to change it, and 75% of workers over the age of 56 reported the same (Prudential)

  • 48% of employees report being “somewhat happy” or “unhappy” at work (Teem)
  • Top reasons given by employees for leaving their jobs: career development (22%), work-life balance (12%), managers' behavior (11%), compensation and benefits (9%) and wellbeing (9%) (Work Institute)
  • 22% of millennial employees (ages 18-34) would consider taking a job with an organization that didn’t have a positive long-term outlook if it meant they’d be advancing their career in the short-term (LinkedIn)

  • 16% of employees ages 55+ would consider taking a job with an organization that didn’t have a positive long-term outlook if it meant they’d be advancing their career in the short-term (LinkedIn)

  • 33% of employees believe they make a major impact on their employer’s business performance (LinkedIn)

  • 7% of employees say that more transparency would cause them to be more stressed (LinkedIn)

  • 17% of people cited flexible hours, 10% a need for freedom and 8% higher compensation as reasons they would leave a traditional job to do freelance work (ReportLinker)

  • In mentally healthy organizations, 52% of employees enjoyed flexible work arrangements, 75% reported open door and relaxed work environments, and 69% were offered professional development opportunities (Mental Health America)

  • Two-thirds of workers believe their job is having a significant impact on their mental and behavioral health (Mental Health America)

  • 64% of American workers think their workplace has a negative effect on their well-being (Thomsons Online Benefits)

  • 85% of employees said they felt overwhelmed, extremely down or experiencing negative feelings that interfered with their ability to work (TAO Connect)

  • 59% of employees had actually experienced a struggle with mental health in the workplace (TAO Connect)

  • 49% of employees feared their supervisor would judge them or treat them differently for needing time off for therapy (TAO Connect)

  • 63% of workers said they have always, often or sometimes taken part in unhealthy behaviors such as drinking or crying regularly (Mental Health America)

  • 80% of businesses plan to improve their corporate culture in 2017 (Virgin Pulse)
  • 73% of employers believe a great corporate culture gives their organizations a competitive edge (CultureIQ)
  • 49% of employees say culture influences their employee experience more than the physical environment (22%) or the technology they use to do their jobs (29%) (YouEarnedIt)
  • 79% of employees who are leaving their current job due to poor company culture say that paid time off is extremely or very important in their next job (Project: Time Off)

  • Cultures that support unplugging have employees that are more engaged and more likely to report feeling that their employer cares about them as a person (64% to 43%) and that their job is important (73% to 57%) (Project: Time Off)

  • 40% of employees in cultures that do not support unplugging are looking or planning to look for a new job in the next year and just 21% of employees in supportive cultures say the same (Project: Time Off)

  • 81.9% of employees would feel comfortable asking their supervisor for time off for a physical medical issue, and just 16.9% would feel comfortable requesting time off for a mental health issue (TAO Connect)

  • 52% of HR pros cite management buy-in as the biggest barrier to strengthening culture (CultureIQ)
  • 22% of senior decision-makers don’t think that regular recognition and thanking employees at work has a big influence on staff retention; 70% of employees say that motivation and morale would improve “massively” with managers saying thank you more (Reward Gateway)
  • 80% of companies believe their recognition programs are at least moderately effective in driving employee engagement, and 22% say their programs are very effective (Maritz Motivation)
  • 50% of employers see their employee recognition programs as an investment in their workforce (WorldAtWork)
  • 89% of companies have recognition programs (WorldAtWork)
  • The common reasons cited for not having a recognition program are senior management's lack of support (28%) and the cost (26%) (WorldAtWork)
  • 21% of employees strongly agree that their performance is managed in a way that motivates them to do outstanding work (Gallup)
  • 14% of employees strongly agree that the performance reviews they receive inspire them to improve (Gallup)

  • 60% of companies fund at least four to six different types of recognition programs (Maritz Motivation)
  • 13% of respondents do not use a technology platform to support their employee recognition programs (Maritz Motivation)
  • 42% of employees believe their accomplishments go unnoticed (OC Tanner)
  • 52% of companies currently have a comprehensive recognition program (Michael C. Fina)
  • 73% of companies said they plan to make changes to their recognition program over the next year (Michael C. Fina)
  • 67% said they do not integrate employee recognition with onboarding activities (Michael C. Fina)
  • 25% of companies do not incorporate any form of social recognition as part of their employee approach (Maritz Motivation)
  • 38.5% of companies indicate the investment in employee recognition programs represents between .01% and .5% of total payroll; 25% invest between.01% and .25% of total payroll; those in the “very effective” category invest .76% or more of total payroll (Maritz Motivation)
  • 60% of organizations had a values-based recognition program in 2016 (Globoforce)
  • 60% of workers would like to see their colleagues’ good work praised more frequently by managers and leaders (Reward Gateway)
  • 84% of employees say praise should be given on a continual, year-round basis (Reward Gateway)
  • 53% of employees report feeling appreciated at work (AttaCoin)
  • 88% of employees agree it’s important that employers reward employees for great work (AttaCoin)
  • 41% of employees say their employer effectively rewards employees for great work (AttaCoin)
  • 90% of employees who work in places with effective rewards programs agreed with the statement “My work makes a difference” (AttaCoin)
  • 52% of employees agree that they “would rather be recognized privately by my manager than publicly in front of my team” (AttaCoin)
  • 44% of workers felt skilled employees were unrecognized for their work (Mental Health America)

  • Workers that were recognized in the last month are 29% more likely to agree that “The work we do at my organization has meaning and purpose for me” (Globoforce)

  • 45% of workers have not been recognized in six months or more, and 16% have never been recognized at work (Globoforce)

  • 93% of workers, at companies with recognition programs tied to core values, agree the work they do has meaning and purpose (Globoforce)

  • At companies with no formal recognition program, only 81% of workers agree the work they do has meaning and purpose (Globoforce)

  • 44% of workers believe they are always or often overlooked (Mental Health America)

  • 61% of Millennials say they would switch to a company with no performance reviews (Adobe)
  • 59% of employees said that access to projects to help keep their skills up-to-date would keep them satisfied at their current company (Execu-Search)
  • 81% of employees are happier at work when they agree that their jobs effectively make use of their skills/abilities (IBM)
  • 61% of workers said their employers are providing upskilling opportunities in the technical and soft skills of the future, only 50% said their employers provide career development opportunities that meet their needs and chances for advancement (APA)

  • 91% of high performers reported that working for an employer that offered learning and development opportunities was important to them (Ceridian)

  • 76% of millennials think professional development opportunities are one of the most important elements of company culture (Execu-Search)
  • One-third of U.S. employees give their companies high marks on career performance, learning management, and succession planning (ADP)
  • 57% of workers ranked opportunities to learn and grow as one of the most important aspects of workplace culture (Udemy)
  • 25% of women talk with their managers about developing leadership skills (Right Management)
  • Among women who feel supported by male leadership, 54% reported better raises, promotions and assignments (Working Mother)
  • 53% of workers believe playing office politics and feigning interest in a supervisor’s “dumb story” (43%) will help them get promoted (Bridge)

  • 42% of employees feel that executive leadership does not contribute to a positive company culture (Execu-Search)
  • 56% of employers say they are unable to actively manage culture because they lack leadership support; 45% say they don’t have enough time or resources (CultureIQ)
  • 52% of organizations believe that leadership buy-in is the biggest obstacle to strengthening a company’s culture, 83% identified executive leadership as the driver of company culture (CultureIQ)
  • The most popular methods to actively manage company culture and drive employee engagement: drafting employee engagement surveys (55%), creating culture committees and events (29%) and offering employee resource groups (20%) (CultureIQ)
  • Job satisfaction climbed for the sixth year in a row, reaching 50.8%, up from 49.6% last year and above the 50% threshold for the first time since 2005 (Conference Board)

  • 65% of employees say respectful treatment of all employees at all levels is a very important contributor to their job satisfaction (SHRM)
  • 61% of employees say trust between them and their senior management is very important to job satisfaction; only 33% are very satisfied with the level of trust in their organizations (SHRM)
  • 35% of employees do not trust senior leadership at their organization (OC Tanner)
  • 45% of U.S. workers are dissatisfied with senior management's way of communicating with them;  62% said they preferred face-to-face updates from the CEO (Kollective)
  • 83% of employees experienced a more positive work environment when they felt there was trust in their managers/organisation (IBM)
  • 45% of U.S. employees said their senior leaders create trust and confidence (Willis Towers Watson)
  • 81% of employees say their managers treat them respectfully, 75% said managers give them assignments suited to their strengths and skills, and 60% said their managers are clear about explaining assignments and goals (Willis Towers Watson)
  • 56% of workers said managers make fair decisions, and 50% think managers have sufficient time for handling the people-oriented aspects of their jobs (Willis Towers Watson)
  • 33% of employees said their boss negatively impacts their company's culture (Comparably)
  • 39% of women feel their bosses hurt company culture, compared to 31% of men (Comparably)
  • 44% of workers have left a job because of a bad boss (Bamboo HR)
  • 27% of workers age 18 to 25 feel negatively about their bosses, compared to 38% of  workers aged 56 to 60 (Comparably)
  • 58% of workers say their bosses are supportive (Rand Corp)
  • 64% of workers say their supervisors don’t give them enough support (Mental Health America)

  • 48% of workers without supervisor support have the incentive to perform their best work vs 88% of workers who have their boss’s support (APA)

  • 39% of workers without their supervisor’s support experience job satisfaction vs 86% who have their boss’s support (APA)

  • 22% of workers without their supervisor’s support described their organization as a good place to work vs 79% who do have their boss’s support (APA)

  • A lack of supervisor support created distrust among workers (56%) for their employers (APA)

  • 31% of female employees said they left due to “inappropriate” behavior by a boss, 20% of the men said the same (Bamboo HR)
  • One in five workers say they face a hostile or threatening environment at work (Rand Corp)
  • 52% of workers agree with the statement, “our internal office culture creates a lot of barriers to executing good ideas.” (American Express)
  • 55% of employees say they face "unpleasant and potentially hazardous" conditions (Rand Corp)
  • 15% of employees strongly agree that the leadership of their organization makes them enthusiastic about the future (Gallup)
  • Employees who say their company provides equal opportunities are 3.8 times more likely to say they are proud to work for their company (Salesforce.com)
  • 61% of companies believe mentorships is important to employee happiness (Adecco)
  • Unfair compensation (41%), unreasonable workload (32%), and too much overtime / after-hours work (32%) are the top three contributors to employee burnout (Kronos)
  • 60% of workers say work-related pressure has increased in the last five years (Accountemps)
  • 64% of Millennials say they’re overwhelmed at work compared with 59% of professionals age 35 to 54 and 35% of workers ages 55+ (Accountemps)
  • 61% of employees are burned out on the job (CareerBuilder)
  • The top five stress symptoms causing missed work days are constant fatigue (29%); sleeplessness (26%); aches and pains (24%); high anxiety (23%) and weight gain (18%) (CareerBuilder)
  • Job-insecure individuals reported work loss days of greater than two weeks, bed-ridden days of greater than two weeks, worsening of general health and greater work-family life imbalance in the past 12 months (Ball State University)
  • Top workplace stressors: deadlines (30%), physical risk (17%), competitiveness (10%) (CareerCast)
  • Of those who missed work due to stress, 35% missed 3-5 days a month, 38% missed six days or more, and 14% stayed away for between 21-30+ days (Mental Health America)

  • 54% of employees are reporting high stress levels (Aon Hewitt)
  • 8% of employees say it is "very" or "fairly" likely they will be laid off this year, down from 15% in 2016 (Gallup)
  • Between economic mobility or financial stability, an overwhelming 92% of workers say they want stability (Pew Charitable Trusts)
  • 61% of millennials say there is more job security in owning their own business than in working for someone else; 64% of boomers think there is greater job security in working for someone else than in owning their own business (America's Small Business Development Centers)
  • 60% of U.S. workers feel stressed all or most of the time at work (Udemy)
  • 51% of employees said they were happier at work during the holiday season, but 35% said they were more stressed at this time of year (Accountemps)

  • 64% of Millennials and Gen Z employees feel stressed all or most of the time at work (Udemy)
  • 52% of full-time employees in the U.S. feel more stressed today than they did a year ago (Udemy)
  • 55% of workers undergoing current or recent change experience chronic stress compared with 22% of workers undergoing no change (APA)
  • 48% of workers say that investing more in professional development is one of the highest-impact strategies to fight stress that their company can do (Udemy)
  • 14% of employees strongly believe their companies are helping employees reach their full potential (Lifeworks)
  • 63% of employees feel like their employer invests in their future (Lifeworks)
  • 72% of employees don't think management cares about their career growth (Monster)
  • 38% of employees say their jobs offer good prospects for advancement (Rand Corp)
  • 58% of workers have turned to company-sponsored skills training to deal with stress at work, 42% invest their own money in professional development (Udemy)
  • 37% of employees say their stress levels are higher than the previous year (Aon Hewitt)
  • 80% of employees’ say their greatest source of stress is not spending as much time at home (Paychex)
  • 82% of employees said their jobs fall on the more stressful end (CareerCast)
  • 92% of employers say their workforce is stressed (IFEBP)
  • Top sources of workplace stress: Heavy workload/looming deadlines (33%), Unrealistic expectations of managers (22%), Attaining work-life balance (22%), Coworker conflicts (15%) (Accountemps)
  • 35% of remote workers said their colleagues team up against them (VitalSmarts)

  • 52% of remote workers found their colleagues treat them unfairly (VitalSmarts)

  • 67% of remote workers claim their colleagues don’t support their priorities (VitalSmarts)

  • 47% of employees report that stress causes them performance issues at work (ARAG)
  • 21% of workers report checking email outside of normal working hours and reviewing and responding to it the same way they would during normal working hours (Gallup)
  • 11% of workers say the amount of emails they have to respond to during personal time is unreasonable (Gallup)
  • 35% of workers feel burned out (Kimble Applications)
  • 33% of employees say they must work long hours to get work done and stay ahead of their workload (Kimble Applications)
  • 54% of high performing employees say their workspaces are too distracting (Hacker Noon)
  • 51% of employees say the open-office mode has not brought significant improvement in the quality of their work (Teem)
  • 36% of job seekers say brand or reputation of a company is the most important consideration in a potential new job (Gallup)
  • 23% of active job seekers would take a new position without a pay increase (Hays)

  • 51% of job seekers rate greater stability and job security as "very important" in a new role (Gallup)
  • 61% of young employees have considered getting a second job to help pay off their student loans (American Student Assistance)
  • 67% of Millennials said their financial stress hinders their focus and productivity at work, compared to 32% of Baby Boomers (Bank of America)
  • 37% of full-time employees think about or deal with financial issues when they’re supposed to be working (Humana)
  • 70% of human resource professionals believe personal financial challenges had a “large or some impact” on employee performance (Humana)
  • 62% of employees are concerned that the Trump administration will negatively affect their work-life balance (Paychex)
  • 68% of employees say they are neither more nor less worried since the 2016 election, 18% are less worried, 12% are more worried about how they are treated in their workplace because of their race, ethnicity, gender, immigration status, sexual orientation or other personal characteristics (Gallup)
  • 26% of employees say they feel stress or tension due to the political discourse happening at the office, up from 17% that said the same last September (American Psychological Association)
  • 40% of workers say that they’ve had a negative outcome at work as a result of political talk at work (American Psychological Association)
  • Workers ages 18-35 rank career advancement opportunities (32%) and work-life balance (34%) as most important to them at work (Comparably)

  • 41% of workers older than age 35 said work-life balance was the most important feature (Comparably)

  • 23% of people cited better work-life balance as a reason they would leave a traditional job to do freelance work (ReportLinker)

  • 53% of employees say a role that allows them to have greater work-life balance and better personal well-being is "very important" to them (Gallup)
  • 52% of employees said their work/life balance has improved from 3 years ago (Robert Half)
  • 91% of employees say their manager is very or somewhat supportive of their efforts to achieve work/life balance; 74% said their boss sets a good or excellent example (Robert Half)
  • 74% of working adults say their manager does encourage them to take time off when they need to take care of their health and wellness (Glassdoor)

  • 87% of employees expect their employer to support them in balancing their life between work and personal commitments (Glassdoor)

  • 35% of workers are extremely or very satisfied with their ability to maintain work/life balance (Spherion)
  • 74% of employees 30 years old or older say lack of sleep affects their performance (Humana)
  • 66% of working adults say they would be better employees if they got more sleep (Glassdoor)

  • 81% of millennials expect companies to publicly pledge to be good corporate citizens (Horizon Media)
  • 40% of LGBT workers said they felt bullied in the workplace – 11% higher than all workers (CareerBuilder)

  • Of LGBT workers who experienced bullying, 41% said it forced them to leave their jobs (CareerBuilder)

  • 56% of LGBT workers bullied said it happened repeatedly, 15% called in sick because they felt bullied, and 72% didn’t report it to HR (CareerBuilder)

  • 23% of men and women ages 18-35 say they feel their gender has held them back in their careers (Comparably)

  • 51% of women say their gender has held them back at work (Comparably)

  • 63% of men and 62% of women are engaged in their jobs (Aon)

  • Engagement for women dropped 13% in the first two years on the job, but dropped only 9% for men during the same period (Aon)

  • There was a 16% drop in the number of women who felt they were fairly compensated by the end of year two, though that same measure dropped just 10% for men (Aon)

  • Among workers under age 25, 46% of men felt they were paid fairly vs. 37% of women (Aon)

  • The likelihood of staying on the job dropped by 12% for women, but only 4% for men in year two (Aon)

  • 79% of workers say they don’t earn their desired salary, with 36% saying they don’t earn anywhere near it and 58% say they don’t think they are better off financially than their parents (CareerBuilder)

  • 62% of those in health care/social assistance are concerned with salary and total compensation (Modis)

  • 8% of workers have current salaries of $100,000 or more and 21% say they feel they need to earn $100,000 or more to be successful (CareerBuilder)

  • 71% of workers have accepted a job when they knew their skill set and experience were worth more than what they were getting paid (CareerBuilder)

  • 25% of workers felt they were adequately paid (Mental Health America)

  • 45% of workers said they rarely or never get the money they deserve (Mental Health America)

  • 51% of men say their organization does an adequate job of matching performance to pay, while only 43% of women say the same (Mercer)

  • 51% of men say their performance is rewarded when they do a good job vs. 41% of women (Mercer)

  • 62% of men under the age of 25 were more likely to feel they had enough opportunities to gain new skills vs. 52% of women in the same age group (Aon)

  • Women are less likely to feel that action will be taken on issues of workplace fairness (57% for women vs. 62% for men) (Aon)

  • Women are less likely to think that organizational leadership is worthy of trust (61% of women vs. 66% of men) (Aon)

  • Women feel less challenged at work (66% for women vs. 71% for men) (Aon)

  • Women feel like they have less influence in decisions than their male counterparts do (57% vs. 62%) (Aon)

  • Women feel the results they get at work are not as connected to their pay (47% of women vs. 52% of men) (Aon)

  • 20% of Millennial women and 25% of Baby Boomer women “strongly agree” that women are less likely to be considered for senior-level roles in a business/corporate setting than their male counterparts (Nielsen)
  • 49% of employees say their company understands their unique interests and skills (Mercer)
  • 40% of millennials see automation as a threat to their jobs (Deloitte)
  • 53% of Millennials see their workplace becoming less human as a result of automation (Deloitte)
  • 14% of U.S. employees worry that automation will take their job away; 30% say they think automation will make their job better (Randstad)
  • 26% of working Americans would consider a company's environmental record a major factor when considering taking a job with that company (Gallup)
  • 84% of workers want their employer to take a stand on regulations, legislation and presidential executive orders that could impact their lives and their employers’ businesses (Glassdoor)

  • Among workers ages 18 to 35, 75% expect employers to take a stand on equal rights, climate change, immigration and constitutional rights (Glassdoor)

  • 67% of 33 to 44 year olds and 49% of those 45 and older favor employer involvement (Glassdoor)

  • 75% of workers expect their employers to donate money to people in need in their own communities or allow workers to volunteer their time (Glassdoor)

  • 49% of American workers will start a new job search after experiencing only two problems with their paycheck (Kronos)
  • Men (29%) are more likely than women (17%) to leave their employer after just one payroll error (Kronos)
  • 30% of working parents will start a new job search after the first payroll error compared with 16% of non-parents (Kronos)
  • 42% of tech workers say unclear goals stresses them out the most, 16% say bad bosses (Comparably)
  • 82% of professionals said they would be comfortable reporting to a manager who’s younger than they are (OfficeTeam)

  • 91% of professionals wouldn’t mind supervising employees older than themselves (OfficeTeam)

  • Professionals identified dissimilar work ethics/values (26%) and leadership/learning styles (22%) as the biggest challenges with having a younger boss (OfficeTeam)

  • 25% of professionals cited using technology in different ways as the top struggle when managing someone older (OfficeTeam)

  • Workers age 55+ are the most comfortable having a younger boss (93%) and managing someone older (95%) (OfficeTeam)

  • Those ages 18-34 (26%) and 35-54 (27%) are more likely to cite technology as a concern in overseeing an older employee (OfficeTeam)

  • 43% of workers in the tech industry worry that they’ll lose their job because of their age (Indeed)

  • 71% of employees think it’s okay to “friend” coworkers on Facebook (OfficeTeam)

  • Employees feel it’s okay to follow coworkers on Twitter (61%), Instagram (56%) and Snapchat (44%) (OfficeTeam)

  • 49% of managers think it’s okay for employees to interact on Facebook, Twitter (34%), Instagram (30%) and Snapchat (26%) (OfficeTeam)

  • 80% of employees in pet-friendly workplaces say having pets nearby while they work makes them feel “happy, relaxed and sociable” (Purina)
  • 63% of people working in pet-friendly offices as “very satisfied” with their work environment (Purina)
  • 75% of U.S. workers care about how well their company is performing but don’t know enough about the true state of business affairs (Kimble Applications)

  • 19% of employees worldwide see a strong alignment between their company ‘s public perception and their own work experience (Weber Shandwick)

  • 61% of adults say they approve of labor unions (Gallup)

2017 Employee Benefits Statistics

Topics: Employee Engagement + Loyalty, Benefits Trends

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