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The race to acquire, engage and retain employees is as intense as ever

Unemployment is low. Competition is high. Turnover is expensive.

What makes employees stay? Or leave?

What makes them happy and engaged? Or angry and frustrated?

You can guess. Or you can arm yourself with some data.

For data, you've come to the right place. We're compiling every relevant piece of data regarding what inspires loyalty and causes churn, as well as what makes them satisfied or upset with their employer.

Check the stats 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.

Looking for employee benefits and perks stats? We've got those too.

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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2018 Employee Engagement/Retention Statistics

  • 15% of employees worldwide are engaged in their jobs (Gallup)

  • Employee engagement levels bounced back to an all-time high rate of 65% in 2017, up 2% from 2016 (Aon)

  • 42% of L&D professionals who indicated their employees were highly engaged in learning were also highly engaged overall at the organization (Findcourses.com)

  • 12% of businesses are happy with current levels of employee engagement (CBI)

  • Distraction at work is a problem for 69% of full-time employees (Udemy)

  • 60% of employees said that meetings are a source of distraction (Udemy)

  • 40% of employees said that flexible/remote work options can lower workplace distractions, and 52% say they’re more productive when working remotely (Udemy)

  • 70% of employees believe training could help them become more focused on the job and better at managing their time, but 66% have never asked their managers for such training (Udemy)

  • 55% of businesses think that stronger engagement would improve their ability to either retain, recruit or carry out succession planning (CBI)

  • 44% of businesses think improved employee engagement would lead to them better being able to retain, whilst 36% think it would have a positive impact on recruitment (CBI)

  • 47% of businesses believe that recent pension freedoms have led to employees being more engaged (CBI)

  • 42% of businesses report that pension provision has a positive impact on employee retention (CBI)

  • 29% of professionals plan to look for a new position in the next 12 months (Accountemps)

  • 24% of Gen Xers say the desire for financial stability motivates them to stay in a job (Purchasing Power)
  • 33% of professionals selected “I’m bored, need new challenge” as their motivation for moving on to another job (Korn Ferry)

  • 83% of workers participating in a mentoring program admitted that their experience positively influenced their desire to stay at their organization (River)

  • 60% of companies offer wellness programs to stay competitive when attracting and retaining employees vs. 14% of those companies with no identified culture of health (Optum)

  • 56% of Americans said their health plan is the reason they’ve stayed at their current job (America’s Health Insurance)

  • 45% of hiring decision makers note that salary is the top reason for employees changing jobs (Glassdoor)

  • 48% of hiring decision makers note salary and compensation is the most influential factor for a candidate decision on where to work (Glassdoor)

  • 53% of employees said they don’t expect to stay at their companies beyond five years (Nintex)

  • 19% of professionals cited more money as their reason for job hunting (Korn Ferry)

  • Of the 27 markets surveyed, Los Angeles, CA (40%); Austin, TX (38%); and Dallas, TX (37%) topped the list of U.S. cities with the most workers planning to find new opportunities (Accountemps)

  • If offered financial programs at work, 89% of Gen Xers would participate in them (Purchasing Power)
  • 35% of hiring decision makers expect more employees to quit over the next 12 months (Glassdoor)

  • 91% of employees stick around for at least a year at a new company, and 69% of them stick around for at least 3 years if the company has a well-structured onboarding program (TLMM)

  • 60-70% of employee turnover is voluntary (ADP)

  • Employers say there’s a 40% turnover rate among workers (CareerBuilder)

  • 47% of HR leaders cited employee turnover and retention as their top challenge (Globoforce)

  • Turnover rates in business leadership positions are far higher for women (31%) than for men (24.1%) (The Network of Executive Women)

  • Attrition rates globally across other sectors are 8% to 10% annually (The Network of Executive Women)

  • 37% of hiring decision makers say retention rates would increase significantly if new hires were better informed during the hiring process (Glassdoor)

  • 31% of retail employees said that training makes them feel extremely engaged (Axonify)

  • 63% of employees believe managers are most responsible for sharing engagement-based results to teams (Quantum Workplace)

  • 60% of employees said managers are most responsible for implementing employee engagement strategies (Quantum Workplace)

  • Employees with all three of these elements – good fit, high engagement, 10+ years at an organization – perform 18% higher than the average employee and 35% higher than a worker who lacks all three elements (Gallup)

  • 5% of employees have the right fit, high engagement and 10+ years at the same organization (Gallup)

  • 6% of workers have left a job because a romantic relationship with someone at work went sour (9% of women vs. 3% of men) (CareerBuilder)

  • Women who strongly agree they have a best friend at work are more than twice as likely to be engaged (63%) compared with the women who say otherwise (29%) (Gallup)

  • Two out of ten U.S. employees strongly agree they have a best friend at work. By moving this ratio to six in ten, organizations could realize 36% fewer safety incidents, 7% more engaged customers and 12% higher profit (Gallup)

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2018 Workplace Satisfaction Statistics

  • 60% of employees report being stressed all or most of the time at work (Udemy)
  • 45% of professionals feel their company does not promote a healthy work/life balance (Execu│Search)

  • 19% of U.S. workers are satisfied with their current salaries (Indeed)

  • 60% of U.S. workers said it would take an extra $6,000 per year to feel comfortable/satisfied with their job (Indeed)

  • More than 21% of men were dissatisfied with their earnings, compared with 16% of women (Indeed)

  • 50% of global workers often worry about their future financial state, and two-thirds said they felt their future financial state would be worse off relative to that of their parents’ generation (Willis Towers Watson)

  • Gen Xers are slightly more satisfied with their benefits than millennials (53% vs 52%), and 49% of boomers report they are satisfied with their benefits (LIMRA)

  • 71% of Americans are satisfied with their current employer-sponsored health plan (America’s Health Insurance)

  • 54% of professionals’ career choices are motivated by seeking a healthy work/life balance (Execu│Search)

  • 43% of employees said annual leave is the work-related benefit that would make them feel most loved at work, followed by public recognition (15%), team drinks (15%), training (10%), professional mentoring (7%), sleeping in once a week (7%), and getting a parking space for a month (2%) (Xexec)

  • 92% of employers say skill shortages is negatively affecting productivity, employee satisfaction and turnover (Hays)

  • 46% of employees do not think their leadership skills are being developed (Execu│Search)

  • 32% of retail employees said they don’t receive any formal training (Axonify)

  • 31% of employees were offered no formal training in 2016 (Axonify)

  • 43% of employees who received training found it to be ineffective (Axonify)

  • 93% of employees want training that is easy to complete/understand, 91% want it to be personalized/relevant, and 90% want it to be engaging/fun (Axonify)

  • 89% of employees want training anytime/anywhere they need to do their job, 85% want to be able to choose the training times that fit their schedule, and 80% believe frequent/regular training is more important than formal workplace training (Axonify)

  • 43% of employees worry that artificial intelligence and new technology will replace them (Udemy)
  • 34% of employees are concerned that artificial intelligence could someday totally replace them (The Workforce Institute)

  • Two-thirds of employees said they’d feel more at ease with AI if employers were more transparent about the future (The Workforce Institute)

  • 80% of employees see significant opportunity for artificial intelligence to create a more engaging and empowering workplace experience, yet admit a lack of transparency from their employers is a primary driver of fear and concern (The Workforce Institute)

  • 64% of employees would welcome artificial intelligence if it simplified or automated time consuming internal processes (Coleman)

  • 64% of employees would welcome artificial intelligence if it helped better balance their workload (Coleman)

  • 62% of employees would welcome artificial intelligence if it increased fairness in subjective decisions (Coleman)

  • 57% of employees would welcome artificial intelligence if it ensured managers made better choices affecting individual employees (Coleman)

  • 62% of U.S. employees felt artificial intelligence would simplify time consuming processes, and better balance their workload (64%) (Coleman)

  • 58% of organizations internationally have yet to discuss the potential impact of artificial intelligence on their workforce with employees (Coleman)

  • 61% of global employees say they’d feel more comfortable with artificial intelligence if employers were more transparent about what the future may hold (Coleman)

  • 67% of U.S. employees report they have no knowledge of their organization’s plans for artificial intelligence (Coleman)

  • Organizations in financial services/banking (38%), manufacturing (35%), and logistics/transportation (27%) are already discussing artificial intelligence’s future impact on the workforce with employees (Coleman)

  • 88% of global Gen Z employees believe artificial intelligence can improve their job in some manner, but just 70% of baby boomers feel the same way (Coleman)

  • 48% U.S. Gen Z employees see the biggest benefit of artificial intelligence as its ability to create an overall fairer working environment (Coleman)

  • 38% of U.S. baby boomer employees either don’t think or aren’t sure how artificial intelligence would improve their job (Coleman)

  • While 82% of employees see opportunity for artificial intelligence to improve their jobs, 34% expressed concern that AI could someday replace them altogether, including 42% of Gen Z employees (Coleman)

  • Away from work, 50% of employees say the top stress is the current political climate (Udemy)
  • Workplace stress accounts for as much as $190 billion in healthcare costs (Udemy)
  • 47% of employees want to receive rewards spontaneously (Xexec)

  • 38% of employees want to receive rewards in exchange for good work (Xexec)

  • 52% of employees would rather celebrate rewards with their families than with colleagues (Xexec)

  • 73% of organizations have an employee recognition awards program in place (Globoforce)
  • 86% of HR Leaders say an employee recognition program benefits employee relationships (Globoforce)

  • 85% of HR Leaders say an employee recognition program has a positive effect on organizational culture (Globoforce)

  • 84% of HR Leaders say an employee recognition program helps employee engagement (Globoforce)

  • 83% of HR Leaders say an employee recognition program benefits organizational values (Globoforce)

  • 41% of employees feel personally aligned with their company’s mission and  49% with their values, yet 94% of employees and 98% of employers say those connections are critical (Reward Gateway)

  • 89% of HR Leaders surveyed agree ongoing peer feedback and check-ins have a positive impact on their organizations (Globoforce)

  • 89% of HR executives feel that recognition programs are improving the employee experience (Globoforce)

  • 57% of employees feel confident expressing opinions during meetings, leaving over 40% of workers lacking confidence to speak their mind (Randstad)

  • 78% of workers say a workplace where people are treated equally – regardless of gender, sexual orientation, age, race, or religion – is important to them (Randstad)

  • 56% of female workers and 52% of male workers believe their employers could do more to promote gender equality and diversity (Randstad)

  • 80% of women agree they would switch employers if they felt another company had greater gender equality (Randstad)

  • 31% of women feel they have as many or more opportunities than men at their current companies (Randstad)

  • 58% of women said a lack of promotion to leadership roles was a top reason for gender inequality in the workplace, compared to 34% of men (Randstad)

  • 28% of employees said their employers offer mentorship or leadership programs geared toward women (Randstad)

  • 23% of female workers don’t feel like they are paid fairly compared to their counterparts (Randstad)

  • 40% of employees have discussed salary with a coworker before, and 49% of female workers would leave a job if they learned a male counterpart was making 25% more (Randstad)

  • 53% of employees believe unequal pay is the top factor impacting gender inequality, while 49% attribute outdated biases and stereotypes as the second-leading factor (Randstad)

  • 39% of females say their company treats people fairly, compared to 47% of men (Lean In)

  • 63% of men think their companies are doing a pretty good job supporting diversity, but 23% of women say there is more room for improvement (Lean In)

  • 64% of workers are nearly twice as likely to agree their company is a good place to work when they are satisfied with how life events, such as getting married, buying a house or having a child, are celebrated in the office, compared with 35% who are dissatisfied with how those events are celebrated (Globoforce)

  • 11% of workers said they experienced harassment in the last year, and among those, 75% didn’t report it to their managers (Society for Human Resource Management)

  • 23% of employees admitted to experiencing harassment based on looks, body type or attire, and 22% cited coercion to take on extra hours (Radius)

  • 60% of employees cited co-workers as the most common perpetrators of bad behavior, and just 39% pointed the finger at managers (Radius)

  • 23% of employees said they’d been bullied by an executive, and 20% reported suffering incivility from a subordinate (Radius)

  • 70% of employers are impacted by prescription drug misuse (NSC)

  • 48% of employers identified a negative business impact from prescription drug misuse (NSC)

  • 10% of companies reported an employee prescription drug overdose (NSC)

  • 20% of companies reported knowledge of employees selling or borrowing prescription medications or having drug-related arrests (NSC)

  • Professionals said they spend an average of 25.5 minutes per day on sports-related activities in the office during the college basketball playoffs. With the tournament spread across 15 workdays, that’s 6 hours per employee (OfficeTeam)

  • 46% of employees love being able to keep up with sports and bond with coworkers at work (OfficeTeam)

  • 33% of employees are not particularly into sports, but are ok playing along with activities during work (OfficeTeam)

  • 21% of employees would rather just focus on work and not celebrate sports during work (OfficeTeam)

  • 62% of managers say employees take time to check game scores and team rankings at work during major sporting events (OfficeTeam)

  • 59% of managers say employees increase their frequency of sports talk at work around major sporting events (OfficeTeam)

Topics: Employee Engagement + Loyalty, Benefits Trends

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