For years companies have invested in customer loyalty through programs, incentives, customer service operations and more. Meanwhile, not nearly as much attention has been placed on a segment that has proven, direct correlations to customer retention: employee engagement and loyalty.

As we've done with customer loyalty, coupons, millennial loyalty and others, we felt it Access-Perks-employee-discount-program.pngwould be useful to compile relevant statistics on employee engagement and loyalty.

By relevant, we mean US-based research and surveys released in the past few years (if it's older than 2010 we've provided a notation). Each employee engagement statistic has a link back to the original source when possible, or a reputable media citation otherwise.

Looking through these you'll see some trends emerge, or in some cases, conflicting data. We'll leave those for you to interpret which is most accurate. We've broken them up into categories:

We'll keep the page updated regularly with new research. If there's a statistic you're looking for but can't find, leave us a note in the comments and we'll see what we can do to help.

Looking for stats from specific years? We got em for 2016 and 2017.

This data is compiled on behalf of Access Perks, our employee discount program geared for small- and medium-sized businesses. Click here to learn more about Access PerksNew Call-to-action

Employee Retention & Engagement Statistics

  • 34.1% of American workers are engaged (Gallup
  • 51% of the U.S. workforce is not engaged (Gallup)
  • 63% of the workforce was engaged in 2016 (24% highly engaged, 39% were moderately engaged) (Aon Hewitt)
  • 16.5% of employees are "actively disengaged" (Gallup
  • 29% of millennials are engaged at work, 16% are actively disengaged, 55% are not engaged (Gallup)
  • US companies improved employee engagement from 63% in 2014 to 64% in 2015 (Aon Hewitt)
  • 51% of workers are looking to leave their current jobs (Gallup)
  • 40% of employees are considering employment outside of their current firm within the next year (SHRM)
  • 34% of employees say they plan to leave their current role in the next 12 months (Mercer)
  • 74% of all workers are satisfied with their jobs; 66% of those are still open to new employment (Jobvite
  • 37% of employees indicated they were “very satisfied” and 51% “somewhat satisfied” with their jobs (SHRM)
  • 86% of employees say they're at least somewhat happy with their jobs, 43% are very happy, just 4% very unhappy (Staples)
  • 67% of employees are extremely or very satisfied with their jobs (Aflac
  • Engagement levels are consistent across every generation (Modern Survey
  • $11 billion is lost annually due to employee turnover (Bloomberg BNA) (Commonly cited statistic, source link unfound) 
  • Millennial turnover costs the U.S. economy $30.5 billion annually (Gallup)
  • It can cost 33% of an employee’s salary to replace him/her (HR Dive)
  • Cost of replacing entry level employees: 30-50% of their annual salary (ERE Media)
  • Cost of replacing mid-level employees: 150% of their annual salary (ERE Media
  • Cost of replacing high-level or highly specialized employees: 400% of their annual salary (ERE Media
  • Total turnover in 2014: 15.7% of the workforce (Compensation Force
  • Total voluntary turnover in 2014: 11% of the workforce (Compensation Force
  • 75% of the causes of employee turnover are preventable (HR Dive)
  • 90% of employees are open to new career opportunities (LinkedIn)
  • 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)
  • 11% of employees say they don’t love their job, but they’re not sure if it’s time to leave it (TopResume)
  • 59% of employees would leave their profession if they could (CareerCast)
  • Millennials are 50% more likely to relocate and 16% more likely to switch industries for a new job than nonmillennials (LinkedIn)
  • 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)
  • 52% of employees feel confident their employer will repay them for their loyalty  (Job Applicator Center)
  • Employees earn a 5.2% pay increase on average when changing jobs (Glassdoor)
  • A 10% increase in base pay increases the odds an employee will stay at the company by 1.5 percent (Glassdoor)
  • 69% of hiring managers say voluntary turnover has not increased at their companies in 2016 (DHI Group)
  • 37% of employers say turnover has picked up over the past 12 months; 16% say it’s dropped off (Willis Towers Watson)
  • 78% of businesses are more worried about a talent shortage than they were last year (Spherion)
  • 62% can't afford to meet new salary increase demands even though they think it's right to do so (Spherion)
  • 48% of millennials have been in their current job five years or longer (Clark University)
  • 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 Millennials say, if given the choice, they expect to leave their current employers in the next two years (Deloitte
  • 50% of Millennials (compared with 60% of non-millennials) strongly agree that they plan to be working at their company one year from now (Gallup)
  • 42% of millennials expect to change jobs at least every 1-3 years (Jobvite
  • 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)
  • 26% of employees are liable to look for a new job during the next 12 months (up from 18% in 2015) (Spherion)
  • Industries with highest turnover in 2014: Hospitality (20.2%), Banking & Finance (13.3%), Healthcare (13%), Insurance (11.2%) (Compensation Force
  • The industries with the highest employee engagement are heavy manufacturing and financial services (Modern Survey
  • The industries with most disengaged workers at hospitality, government and light manufacturing (Modern Survey
  • 71% of full-time state and local government workers are unhappy or disengaged with their jobs (Gallup)
  • Companies that increase their number of talented managers and double the rate of engaged employees achieve, on average, 147% higher earnings per share than their competition (Gallup)
  • The average employee tenure is eight years, the annual turnover rate is 19% and the involuntary turnover rate is 8% (SHRM)
  • 45% of employees reported that they would be likely or very likely to look for other jobs outside their current organization within the next year (SHRM)
  • 45% of employees plan to stay at their jobs for at least another year (MetLife)
  • 50% of employees say that are planning to stay at their current company for two years or less (Execu-Search)
  • 27% of employees change jobs each year, 17% are actively job-hunting and 46% are passively looking (ADP)
  • 1 in 3 workers will change jobs in the next 6 months (Saba Software
  • 59% of US workers are likely to leave their jobs for new opportunities (Adobe)
  • 50% of employees who say they love their current jobs would still leave for a new opportunity if given the chance (Adobe)
  • For every additional 10 months an employee stagnates in a job role, they are 1% more likely to leave the company (Glassdoor)
  • 47% of Americans would leave for their ideal job even if it meant less pay (Adobe)
  • 50% of referred employees stayed in their positions five years on average (SilkRoad)
  • 50% of Millennial employees rarely think about leaving their organization to work somewhere else, compared to 54% of Gen Xers and 63% of Baby Boomers (Modern Survey)
  • Each year the average company loses 20-50% of its employee base (Bain & Company) (Commonly cited statistic, source link unfound) 
  • 47% of workers report that they have had to replace more than 20% of their workforce during the past 12 months (Spherion)
  • State with the highest employee engagement: Alabama (37% of workforce); West Virginia is the lowest (21% of workforce actively disengaged) (Gallup)
  • Cities with highest percentage of engaged workers: San Antonio (38.1%), Oklahoma City (37.6%), Riverside, Cali. (36.8%) and Tulsa (36.3%) (Gallup
  • Cities with lowest percentage of engaged employees: Buffalo (23.5%), San Jose (24.7%), Minneapolis (24.9%), DC (25.9%) (Gallup
  • 33% of senior leaders believe employee loyalty has a direct relationship to profits (American Management Association
  • Customer retention rates are 18% higher on average when employees are highly engaged (Cvent
  • 32% of US workers were engaged with their employers in 2015, up from 31.5% in 2014 (Gallup
  • 16% of workers in the US are “fully engaged" (Modern Survey
  • Only 13% of employees are engaged worldwide (Gallup
  • 23% of employees are "Disengaged" (Modern Survey
  • The attrition rate of disengaged employees is 12x higher than highly engaged employees over the period of a year (Glint)
  • 21% of sales employees are “Fully Engaged” compared with only 13% of non-sales employees (Modern Survey
  • The number of highly and moderately engaged employees in the U.S. increased from 55% last year to 57% this year (Temkin Group
  • 88% of business plan to improve employee engagement in 2017 (Virgin Pulse)
  • Only 1 in 150 employees who say their organization does not have a set of values are fully engaged (Modern Survey)
  • 16% of employees said they felt “connected and engaged” by employers (EmployeeChannel)
  • 35% of female employees are engaged compared to 29% of men (Gallup)
  • 41% of women managers are engaged compared to 35% of male managers (Gallup)
  • 63% of young females agree that employees should stay in their first job between 2-3 years, compared to 54% of males (Adecco)
  • 58% of women without young children would rather work outside the home (Gallup
  • 30% of employees who work from home are engaged (Gallup)
  • 47% of employees report feeling very loyal to their company (Metlife
  • 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)
  • 35% of employees have changed jobs within the past three years; 91% of these left their company to do so (Gallup)
  • 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)
  • The average American worker spends 15 months in one role (Glassdoor)
  • 21% of millennials say they've changed jobs within the past year, more than 3x the number of non-millennials (Gallup)
  • 93% of millennials left their company the last time they changed roles (Gallup)
  • 40% of companies are reporting loss of personnel as a top concern (SHRM)
  • 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)
  • 68% of the human resource professionals say last year they experienced recruiting difficulty and skill shortages for certain types of jobs (SHRM)
  • 83% of employers believe attracting and retaining talent is a growing challenge (Allegis Group)
  • The top three challenges faced by HR organizations today are turnover, employee engagement, and succession planning (SHRM
  • 67% of decision-makers say they’re more concerned about turnover at their organizations now than they were 12 months ago (Randstad)
  • 53% of HR pros say that the highest priority in the coming year is to retain top talent (Xerox)
  • 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
  • 90% of executives said keeping new hires is an issue in their organizations (Korn Ferry)
  • 46% of HR pros say retention is their greatest concern, followed by employee engagement at 36% (SHRM)
  • 46% of HR pros list retention as their top challenge (Globoforce)
  • 24% of US businesses employing hourly workers say employee retention is their top problem (Deputy)
  • 36% of businesses see engagement as a top challenge (Globoforce)
  • 75% of companies agree it takes more time this year than last year to find the right talent to fill positions (Randstad)
  • 24% of workers say their employers are putting in less effort to retain them; 15% say they are putting in more effort (Spherion)
  • 80% of HR pros say that employee engagement is an important area of focus for their organization (Temkin Group)
  • 49% of HR leaders named retention and leadership development programs as the top priority among talent management goals (Saba Software
  • 55% of Millennials cite leadership opportunities as a key consideration (Impraise)
  • 16% of HR leaders say a lack of budget is the primary obstacle to improving employee retention in the next 12 months (Kronos)

  • 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)

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

  • Belief in senior leadership is the strongest engagement driver, growth & development is the second (Modern Survey
  • 60% of HR leaders believe that their companies provide employees with a clear career path; just 36% of employees agree (Saba Software
  • 33% of employers who have raised educational requirements have seen a positive effect on employee retention (CareerBuilder)
  • 59% of employees say they can "grow and develop" at their organization (Modern Survey
  • 27% of workers strongly agree that the feedback they currently receive helps them do their work better (Gallup
  • 31% of workers feel engaged in their work following a mostly negative evaluation (Gallup)
  • Employees who are supervised by highly engaged managers are 59% more likely to be engaged (Gallup
  • Engagement plummets to 2% among teams with managers who ignore their employees, compared 61% for teams led by managers who focus on strengths (Gallup
  • 68% of employees say their managers aren't actively engaged in their career development (Right Management
  • Teams led by managers who focus on their weaknesses are 26% less likely to be engaged (Gallup
  • Employees who believe that only obedience, predictability, deference to authority and competition with peers are valued are 32% less likely to be engaged, motivated and committed (Vitalsmarts)
  • 21% of employees strongly agree that their performance is managed in a way that motivates them to do outstanding work (Gallup)
  • 67% of employees who strongly agree that their manager focuses on their strengths or positive characteristics are engaged (Gallup
  • People who use their strengths every day are six times more likely to be engaged at work, 8% more productive and 15% less likely to quit their jobs (Gallup
  • Employees who believe their managers can name their strengths are 71% more likely to feel engaged and energized (The VIA Institute on Character
  • 76% of employees who do not feel valued are looking for other job opportunities  (Lifeworks)
  • 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)
  • 33% would change to more empathetic employers for equal pay, and 20% would switch companies for less pay (Businessolver)
  • 92% of employees say showing empathy is an important way to advance employee retention (Businessolver)
  • 66% of employees agree employers should express empathy through benefit packages, rather than corporate social responsibility (CSR) programs (Businessolver)
  • 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)
  • Business units with high employee engagement have 28% less internal theft and 21% higher productivity (Gallup
  • Highly engaged employees are:
    • 2.5 times more likely to stay at work late if something needs to be done after the normal workday ends 
    • more than twice as likely to help someone at work even if they don’t ask for help 
    • more than three times as likely to do something good for the company that is not expected of them 
    • more than five times as likely to recommend that a friend or relative apply for a job at their company (Temkin Group
  • Employees who are engaged and have high well-being are:
    • 42% more likely to evaluate their overall lives highly 
    • 27% more likely to report "excellent" performance in their own job at work 
    • 27% more likely to report "excellent" performance by their organization 
    • 45% more likely to report high levels of adaptability in the presence of change 
    • 37% more likely to report always recovering "fully" after illness, injury or hardship 
    • 59% less likely to look for a job with a different organization in the next 12 months 
    • 18% less likely to change employers in a 12-month period 
    • 19% more likely to volunteer their time in the past month (Gallup
  • Actively disengaged workers are nearly twice as likely as engaged workers to have been diagnosed with depression (Gallup
  • Depression and anxiety lead to 15 billion lost days of work every year, at an estimated annual cost of US $1.15 trillion (World Health Organization)
  • 26% of employees admit to sharing sensitive information outside the company (Sailpoint
  • 38% of employers say lack of qualified talent results in the most productivity lost within their organization (Aflac
  • Higher workplace engagement leads to 37% lower absenteeism, 41% fewer safety incidents, and 41% fewer quality defects (Gallup
  • On a monthly basis, actively disengaged employees have 2.17 unhealthy days, compared with 1.25 unhealthy days for engaged employees (Gallup)
  • An engaged worker aged 40-49 costs $127.76 per month in lost productivity due to unhealthy days, while an actively disengaged worker in the same age range costs $236.20—an 85% increase (Gallup)
  • 8% of global employees are actively disengaged and intend to stay at their organization (Aon Hewitt)
  • Workers in the top 1% in terms of productivity add about $5,000 to profit per year, while a toxic worker costs about $12,000 per year (Harvard)
  • Disengaged employees cost organizations between $450 and $550 billion annually (The Engagement Institute)
  • 91% of highly engaged employees always or almost always try their hardest at work, compared with 67% of disengaged employees (Temkin Group
  • 92% of employees said that they are at least “somewhat happy” (Spherion
  • Companies highest performing employees have three things in common: talent, engagement, and 10+ years of service (Gallup
  • 21% of employees who have been with one company for 10+ years are disengaged, more than any other tenure period (Gallup
  • 33% of workers who have been with a company less than three years are engaged, compared with 29% of those who have been with a company 3-9 years and 30% of those who have been with a company for over 10 (Gallup
  • Companies with engaged employees see 233% greater customer loyalty and a 26% greater annual increase in revenue (Aberdeen)
  • 55% of organizations have an explicit employee engagement strategy (Edelman
  • Among those that do have a strategy, 86% of senior leaders are familiar with it, along with only 65% of managers and 38% of employees (Edelman)  
  • 35% of employees say their top motivations for changing jobs are the desire for work/life balance and higher compensation; 25% say it's different work culture and wanting more challenging assignments (Right Management
  • Millennials who feel they're at a great workplace are 25 times more likely to plan a long-term future at that workplace (Great Place to Work)
  • 22% of people have changed jobs due to work/life balance issues (Staples)
  • Millennials (29%) report that higher salary is the biggest contributor to their loyalty, compared to 20% of the broader workforce (Staples)
  • 38% of employees cite work responsibilities and 30% cite work/life balance as leading contributors to their loyalty (Staples)
  • Senior executives are 50% more likely than individual contributors to be highly or moderately engaged (Temkin Group
  • 28% of employees have considered leaving their employer and moving to a competitor within the last 12 months (Mercer
  • 69% of fathers said a new child would likely lead them to consider a job change (Bright Horizons)
  • 35% of employees report they will look for a new job if they do not receive a pay raise in the next 12 months (Glassdoor
  • 52% of U.S. workers said they are open to new job opportunities (Aon Hewitt)
  • 69% of employees are open to other opportunities or already seeking their next job (Rapt Media)
  • 50% of US workers are constantly looking for the next job opportunity (ManpowerGroup Solutions)
  • 44% of US employees are actively looking for a new job (Aon Hewitt)
  • 63% of full-time employees are actively looking for a new job (ICIMS)
  • 42% of employees earning $75,000 or more intend to quit in the next 6 months (meQuilibrium)
  • 26% of U.S. employees say they will look for a new job within the next 12 months, 15% are already actively looking for a new job (Dale Carnegie Training)
  • 83% of full-time employees would consider leaving their current company (ICIMS)
  • 39% of job seekers say it's harder to find a job now than the year before (Jobvite
  • 51% of students 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)
  • 51% of Americans say now is a good time to find a good job in their local area (Gallup)
  • 51% of employees feel the expanding job market gives them more power to negotiate a higher salary, either with their current company or with another (Spherion)
  • 44% of job seekers are optimistic that they'll be able to find a job that suits their skills and qualifications (Jobvite
  • 63% of US workers say they likely would find a new job just as good as their current one if laid off (Gallup)
  • 48% of employees are confident they can find a job that matches their compensation level within six months of starting to hunt (Glassdoor
  • 37% of employees have searched for jobs while at their current job (Jobvite
  • 10% of employees think they’re not being paid what they’re worth so much that they’ll quit their job (BambooHRestimated-cost-of-replacing-an-employee
  • 33% of leaders at organizations with 100+ employees are currently looking for a job at another organization (Modern Survey
  • 44% of employees say they would consider taking a job with a different company for a raise of 20% or less (Gallup
  • Just 37% of engaged employees would consider leaving for a 20% raise or less, compared to 54% of actively disengaged employees (Gallup
  • 46% of employees would consider a job that matched their current salary or even paid less (ADP)
  • 50% of millennials say they would consider taking a job with a different company for a raise of 20% or less (Gallup)
  • 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)
  • Engaged Millennials are 26% less likely than millennials who aren't engaged to say they would consider taking a job with a different company for a raise of 20% or less (Gallup)
  • 55% of managers and employees are either actively looking for a different job than the one they have now or watching for job opportunities (Gallup
  • 27% of companies say they’ve witnessed an increase in executives being lured away by other organizations (Hunt Scanlon)
  • 34% of leaders are either actively looking for a different job than the one they have now or watching for job opportunities (Gallup
  • 51% of employees are considering a new job (Gallup
  • 34% of all employees are currently looking for work at another organization (Modern Survey
  • 47% of employees are likely to look for a new job in the next year; 31% are extremely or very likely (Aflac
  • 42% of Millennials are looking for jobs with other companies, along with 38% of Gen X and 22% of Boomers (Modern Survey
  • 60% of Millennials are open to a different job opportunity (15 percentage points higher than the percentage of non-millennials) (Gallup)
  • 36% of Millennials report that they will look for a job with a different organization in the next 12 months if the job market improves, compared with 21% of non-millennials (Gallup)
  • Engaged millennials are 64% less likely to say they will switch jobs if the job market improves in the next 12 months (Gallup)
  • 22% of employees who are not getting promoted look to other companies for opportunities to advance their careers (BambooHR
  • 27% of US workers plan to seek new employment in the next year (American Psychological Association
  • 49% of Americans plan to spend six years or more at their current company (Finn Futures
  • 56% of executives say promoting loyalty is "not a major focus, but valued nevertheless" (American Management Association
  • 24% of executives say promoting employee loyalty was "never valued nor a major focus" (American Management Association
  • 58% of employers who hire independent contractors agree that “non-employee contingent workers are not as loyal” (Burson Marsteller)
  • 39% of employees say they’ll likely consider making the shift to agile employment in the next two to three years (Randstad)
  • 26% of HR professionals say employees at their organizations have a strong understanding of the concept of employee engagement (Modern Survey
  • 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)
  • Employee engagement programs can increase profits by $2400 per employee per year (Workplace Research Foundation
  • 83% of employees said they planned to look for a new job last year (Salary.com
  • 50% of employed job seekers see a current position as a placeholder, 28% view a current position as a stepping-stone, and another 22% view it as entry-level (Jobvite
  • Organizations that have over 50% employee engagement retain over 80% of their customers (Demand Metric
  • Employees who say their organizational values are “known and understood” are 51 times more likely to be fully engaged than an employee who responds that their organization does not have values that are known and understood (Modern Survey
  • 77% of  employees who strongly agree that they know what their company stands for and what makes it different from competitors strongly agree that they plan to be with the company for at least one year (Gallup)
  • Organizations in which employees are primarily motivated by shared values and a commitment to a mission and purpose are nine times more likely to have high customer satisfaction (LRN
  • 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)
  • 47% of US workers don’t know or are unsure of what their employers’ core values are (Eagle Hill Consulting)
  • 80% of employees felt more engaged when their work was consistent with the core values and mission of their organisation (IBM)
  • 71% of millennials who strongly agree that they know what their organization stands for and what makes it different from its competitors say they plan to be with their company for at least one year (Gallup)
  • 85% of employees said they were likely to stay longer with an employer that showed a high level of social responsibility (Ultimate Software)
  • 19% of executives said new hires, especially millennials, leave because they don’t like their organization’s culture (Korn Ferry)
  • 98% of HR professionals and 92% of employees surveyed said empathetic employers drive retention (Businessolver)
  • 78% said they would remain longer with their employer if they saw a career path with the current organization (Mercer
  • 41% of employees said they would need to leave their current employer in order to advance their careers (Towers Watson)
  • 55% of American employees (76% of Millennials), expect to change careers – not just jobs – at some point (Cornerstone)
  • 42% of employees say they expect to have three or more careers in their lifetimes (Cornerstone)
  • 67% of America's workforce who plan to change careers expect to do so within the next four years (Cornerstone)
  • 8% of employees say it is "very" or "fairly" likely they will be laid off this year, down from 15% in 2016 (Gallup)
  • 64% of Millennials consider themselves lucky to even have a job (CBRE)
  • 89% of employees would consider a lateral move within their company, but only 27% of them would consider a lateral move to work for a different company (Cornerstone)
  • 66% of employees will first look to see if there is an interesting and open position at their current company before looking elsewhere (Cornerstone)
  • 38% of Gen X employees intend to stay at their current organization for 11+ years, compared to 23% for Millennials, 21% of Baby Boomers (Modern Survey
  • 41% of employed workers over the age of 50 have spent two decades with the same company, including 18% who've stayed at least 30 years (Associated Press)
  • 25% of Millennials intend to stay at their organization for a year or less, compared to 13% of Boomers and Gen X (Modern Survey
  • More than 60% of Millennials said that they plan to stay in their jobs for some time. However, over 25% admitted that they often thought about quitting their jobs (Boston College
  • Top reasons why Millennials consider leaving their jobs: to make more money, to move forward in their careers, to pursue work that is more aligned with their passions, and to have more flexibility/better work-life balance (Boston College
  • 82% of employees say they would be more loyal to their employers if they had flexible work options (Flexjobs)
  • 79% of employees with flexibility indicated that they were more happy at work (IBM)
  • 59% of Millennials say flexibility will improve productivity, 49% say it’ll improve their happiness (Staples)
  • Only 26% of Millennials feel like job hopping is the best way to advance their careers (Boston College
  • Replacing a lost employee costs 150% of that person’s annual salary (Columbia University) (2009 statistic) 
  • Declining employee loyalty is thought to harm organizations by causing low morale (84%), high turnover (80%), disengagement (80%), growing distrust (76%), and lack of team spirit (73%)  (American Management Association
  • Replacing an experienced worker can cost 50% or more of the individual's annual salary in turnover-related costs (AARP
  • Businesses spend about one-fifth of an employee’s annual salary to replace that worker (Center for American Progress
  • Total cost of replacing an employee estimated to be between 90% to 200% of his/her annual salary (SHRM
  • 50% of organizations report difficulty recruiting for full-time, regular positions over the past 12 months (SHRM
  • 30% of companies lost 15% or more of their millennial employees in the past year (Millennial Branding/Beyond.com
  • 32% of employers said they have come to expect workers to job-hop (CareerBuilder
  • 52% of companies report their employees are less loyal than five years ago (American Management Association
  • 47% of Gen X would leave their current job for another offering more money and a more innovative environment (compared to only 42% of Millennials) (IBM
  • 57% of Millennials believe corporate loyalty is dead (Elance/Odesk
  • Millennials are roughly two times more likely to leave a job after two years, 1.5 times more likely after five years and half as likely to stay after 10 years, compared to Generation X and Baby Boomer respondents (Nielsen
  • 43% of Millennials intend to switch jobs in 2015 (Aon Hewitt
  • 82% of Millennials say they are loyal to their employers (but only 1% of HR professionals describe Millennials as loyal to their employers) (Beyond.com
  • 83% of Millennials say they would prefer to work for one company for a long time (EdAssist
  • 68% of Millennials say the longest they would stay at a job they like is at least three years (Qualtrics)
  • 51% of Millennials imagine they will stay at their current job for four years or longer, if not until they retire (EdAssist
  • 53% of CFOs say millennials are less loyal to the company (Duke/CFO
  • 25% of Millennials say their top career goal is to "Make a positive impact on my organization" (compared to 21% of GenX and 23% of Baby Boomers) (IBM
  • 52% of millennials say opportunities for career progression is the most desirable quality in a workplace, competitive wages and financial incentives (44%), good training and development programs (35%) (PWC
  • 35% of employers trained low-skill workers and hired them for high-skill jobs in 2015, 33% plan to do the same this year (CareerBuilder
  • 85% of new professionals/soon to be college graduates said employee treatment and welfare were what they look for in future employers (Nielsen
  • 91% of Millennials don’t intend to stick with their job for more than three years (Future Workplace
  • Half of all working Millennials believe “switching jobs helps you climb the corporate ladder faster" (MTV
  • Only one in four Millennials have had more than four jobs in the last 10 years (Clark University
  • Millennials plan to work for five different companies in their lifetimes (Millennial Branding/Randstad
  • Millennials are no more likely than non-millennials to leave their jobs in the next six months (Oxford Economics
  • 52% of Millennials think employee loyalty is overrated (Elance/Odesk
  • 58% of Millennials plan to leave their jobs in three years or less (Elance/Odesk
  • 53% of hiring managers say it's difficult to find & retain Millennial employees (Elance/Odesk
  • 56% of employers reported difficulty retaining high-potential employees and top performers (54%) (Towers Watson
  • 32% of companies struggle to retain top talent (CareerBuilder
  • 45% of HR professionals say it is easy/extremely easy to retain older workers (SHRM
  • Among HR professionals who claim difficulty in retaining older workers, 47% cite work location inflexibility as the biggest challenge, 45% cite career inflexibility, 44% cite work hours inflexibility (SHRM
  • 4% of organizations have a strategy for retaining older workers (SHRM
  • 40% of employees planning to work past 70 feel they are stuck in their jobs, compared with just a quarter of those who expect to retire at 65 (28%) or before 65 (27%) (Willis Towers Watson)
  • 75% of Americans expect to work as long as possible (Bankrate)
  • 81% of executives believe that Boomers will retire at least five years later than they had planned prior to the recession (Korn Ferry)
  • 87% of companies said it cost $15,000 to $25,000 to replace a departed millennial employee (Millennial Branding/Beyond.com
  • 24% of Americans feel more secure in their jobs than they did one year ago versus 17% who feel less secure (BankRate
  • 50% of US adults have left their job to get away from their manager (Gallup
  • 93% of US adults say they left their employer in order to change roles (Gallup
  • 65% of employees left jobs in 2015 because they wanted more money (Payscale
  • 70% of people are satisfied with their jobs (American Psychological Association
  • Employees who work for "dream companies" are 11x more likely to stay at their company than those in dream jobs, have 41% more satisfaction, and are 3.5x more likely to say that their job inspires them (Bright Horizons
  • 51% of employees who don’t feel they have the support of leadership plan to leave their job in the next year, compared to 25% of those who do have leadership support (American Psychological Association)
  • In companies where both leaders and managers are perceived by employees as effective, 72% of employees are highly engaged (Towers Watson
  • 80% of those dissatisfied with their managers are also disengaged from their employers (Dale Carnegie
  • Managers account for at least 70% of variance in employee engagement scores (Gallup
  • 70% of employees who lack confidence in senior leadership are not engaged with their employer (Dale Carnegie
  • Just 35% of U.S. managers are engaged, while 51% are not engaged (Gallup
  • 42% of managers are currently looking for jobs with other organizations (Modern Survey
  • Disengaged managers cost the U.S. $77 billion to $96 billion annually (Gallup
  • 54% of employees who feel they can approach their manager with any type of question are highly engaged (Gallup
  • 59% of millennial employees who strongly agree that they can talk with their manager about "non-work-related issues" are engaged at work (Gallup)
  • 75% of employees would stay longer at an organization that listens to and addresses their concerns (Ultimate Software)
  • 65% of employees who don't feel they can approach their manager with any type of question are actively disengaged (Gallup
  • Among employees who strongly agree with the statement, "My manager helps me set work priorities," 38% are engaged. Among employees who disagree, only 4% are engaged (Gallup
  • Among employees who strongly agree with the statement, "My manager holds me accountable for my performance," 28% are engaged. Among employees who disagree, only 6% are engaged (Gallup
  • Among employees who strongly agree that their manager helps them set performance goals, 69% are engaged (Gallup
  • 40% of union employees trust their senior management, 48% of non-union employees (Modern Survey
  • 40% of employees choose to leave a job because of a "lack of advancement/opportunity" (Express Employment Professionals)
  • 77% of employees in companies that have significantly better financial performance than their peers are highly or moderately engaged, compared with only 49% of employees in companies with lagging financial performance (Temkin Group
  • Companies that outpace their competitors in CX have 50% more engaged employees than those with CX that lags their peers (Temkin Group
  • By the age of 35, 25% of workers have held five jobs or more. For workers ages 55 and older, 20% have held ten jobs or more (CareerBuilder
  • 42% of employees said their employer does a good job of retaining talented employees (Towers Watson
  • Only 20% are able to focus on one task at a time at work, but those who can are 50% more engaged (The Energy Project
  • 54% of employees who are proud of their employer's contributions to society are engaged (Dale Carnegie
  • 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)
  • 61% of employees say it is important for them to work at an organization that is socially responsible” (Modern Survey
  • 35% of workers say an eco-friendly workplace is important to consider when looking at a new job, compared to over 50% of Millennials (Staples)
  • 90% of millennials said they consider a company's sustainability important, compared to 84% of GenX and 77% of Boomers (Lightspeed)
  • 81% of millennials expect companies to publicly pledge to be good corporate citizens (Horizon Media)
  • 63% of workers prioritize sustainability when considering employment (Staples)
  • 86% of new professionals/soon to be college graduates say it’s important that the company they work for behaves in a socially responsible way (Nielsen
  • 83% of executives say they will be increasing the use of contingent, intermittent or consultant employees (Oxford Economics
  • 25% of IT employees plan to change jobs this year, up from 15% last year (CareerBuilder
  • When asked the question, "Is job hopping losing its stigma?" 57% of Milennials say yes, compared to 38% of GenX, and 22% of Boomers (Accountemps
  • 25% of Millennials believe that staying at a job for seven months indicates they're loyal; Boomers believe that number is five years (Ultimate Software
  • 33% of employees knew whether they would stay at their company long-term after being on the job for one week or less; 63% knew within the first month (Ultimate Software
  • When companies select the top 20% most talented candidates for a role, they frequently realize a 10% increase in productivity, 20% increase in sales, 30% increase in profitability, 10% decrease in turnover and a 25% decrease in unscheduled absences (Gallup
  • Employees who get the opportunity to continually develop are twice as likely to say they will spend their career with their company (Gallup
  • 53% of Millennials say learning new things or having access to professional development opportunities would make them stay at their job (EdAssist
  • Career satisfaction and work-life balance are the top reasons American employees stay at their current jobs (38% combined) (Cornerstone)
  • 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)
  • 29% of American employees resign due to work overload and lack of healthy work-life balance (Cornerstone)
  • 53% of Millennials say a healthy work-life balance would make them stay at their job (EdAssist
  • 35% of workers are extremely or very satisfied with their ability to maintain work/life balance (Spherion)
  • Only about 20% of Millennials want to advance if it means spending less time with their families / personal lives (Boston College)
  • Employees whose managers hold regular meetings with them are almost three times as likely to be engaged (Gallup
  • IT pros say they receive 32 job solicitations per week (CareerBuilder
  • 80% of IT pros are open to hearing about a new job (TEKsystems
  • It takes 4.5 weeks to fill a staff-level IT job (Robert Half)
  • 65% of IT pros stay in their jobs due to happiness at work, 19% cite convenience and 13% money (AlienVault
  • 37% of IT professionals plan to look for a new job in 2017 and 26% expect to accept a job offer (Spiceworks)
  • 69% IT professionals plan to look for a new job in 2017 to advance their career; 64% for a more competitive salary; 40% for a company that prioritizes IT (Spiceworks)
  • 32% of young women only keep their existing jobs just to pay off college debt (1000 Dreams Fund)
  • 88% of HR pros have confidence in finding a new job (SHRM)
  • 19% of HR pros admit to looking for a new job (SHRM)
  • 42% of HR job seekers say salary is a key driver; 37% cite career advancement opportunities (SHRM)
  • Eight in 10 U.S. adults who are open to a new job or who are actively seeking a job say that they are at least somewhat more likely to apply at an organization that has recently won a great workplace award (Gallup
  • 62% believe their job prospects will be good/excellent in the next 12 months (Nielsen
  • Happiest workforces: Starbucks, Ace Hardware, Ikea, Apple and Barnes & Noble (CareerBliss
  • 98% of HR pros are open to hiring former employees (Accountemps)
  • 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)
  • 76% of employers are now more accepting of hiring “boomerang” employees – or employees who have previously worked for the employer (Workplace Trends
  • 85% of employers said they received an application from a boomerang employee in the past five years (Workplace Trends
  • 29% American workers say they have “boomeranged” at least once in their career, and 41% say they would consider going back to a former workplace (Spherion)
  • 52%) of employees said their company currently employs at least one boomerang worker (Spherion)
  • 37% of employees believe their company favors hiring boomerang employees to save money on recruitment and training, while also minimizing risk (Spherion)
  • 33% of employees say the ability to collaborate makes them more loyal (The Economist)
  • Employers rated by employees as “pioneers” in supporting mobile technology saw better productivity (16%), creativity (18%), satisfaction (23%) and loyalty (21%) (The Economist)
  • 85% of employees who feel their company’s technology is ahead of the curve say they love their jobs (Adobe)
  • 70% of employees believe technology improves work-life balance (Adobe)
  • 92% of employees say that having the technology to do their job efficiently affects their work satisfaction (Ultimate Software)
  • 36% of employees say they would leave for a job with a more "digitally progressive" employer  (Sungard)
  • 83% of employees with opportunities to take on new challenges say they’re more likely to stay with the organization (ReportLinker)
  • 78% of employees who say their company encourages creativity and innovation are committed to their employer (ReportLinker)
  • 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)
  • 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)
  • 45% of employees would feel more engaged with their job if their employer helped them better understand the impact of taxes and deductions (Kronos)
  • 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)
  • New hires who reported a poor onboarding experience are 8x more likely to be disengaged in their work and 11x less likely to recommend their employer as a good place to work after their first three months (Glint)
  • 98% of executives say onboarding programs are a key factor in retention efforts (Korn Ferry)
  • 80% of HR leaders think their organizations will be affected by scarcity of talent this year (Randstad)
  • 51% of employers say that using benefits to retain employees will become even more important in the next 3 to 5 years (MetLife)
  • 56% of employees say additional PTO would make them more loyal to an organization (Fierce)
  • 59% of small business employees say that what they respect most about their employer is that they provide a pleasant work environment (Aflac)
  • 75% of small business employees are very or extremely happy working for a small employer (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)
  • 26% of small-business employees would jump ship to a larger company if it meant better benefits offerings (Aflac)
  • 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)
  • 42% of employed cancer patients and survivors feel they need to stay at their current workplace because they need health insurance (Cancer and Careers)
  • 27% of companies conduct "stay interviews" to reduce turnover, 24% plan to implement them (Challenger, Gray & Christmas)
  • 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)
  • 59% of academic institutions are having a hard time retaining top faculty; 69% are having a hard time retaining staff (Ellucian)
  • 47% of higher education institutions neither track nor measure employee engagement (Ellucian)
  • 39% of higher education institutions do not offer any form of employee engagement opportunities (Ellucian)
  • 58% of people with disabilities that are not visibly detectable say they are happy going to work each day (Working Mother Research Institute)
  • 17% of retail managers feel their employees are "very motivated and engaged" (WorkJam)
  • 47% of retail managers say at least 5% of their staff quit in an average three-month period (WorkJam)
  • 63% of retail managers believe reducing turnover by as little as one associate per month could lift monthly revenues by at least 6% (WorkJam)

Workplace Satisfaction Statistics

  • 88% of U.S. employees reported overall satisfaction with their current job in 2015, marking the highest level of satisfaction over the last decade (SHRM)
  • 10% of employees rate their employee experience a 10 out of 10 (YouEarnedIt)
  • 70% of American employees say they love their jobs (Adobe)
  • 77% of US employees say they’re satisfied with their workplace, ranking third in the world (EdenRed)
  • 40% of Millennials have high job satisfaction (Deloitte
  • 80% of Americans would continue working even after winning the lottery; 51% would continue working at their current job (Adobe)
  • In a ranking of 35 countries, Colombia ranks highest for job happiness globally while Japan ranks last (Indeed
  • Cities with the happiest workers: Los Angeles, Miami, San Diego (Indeed
  • Cities with the lowest level of job satisfaction: Denver, Indianapolis, Louisville (Indeed
  • Job satisfaction contributors employee cited as very important: Respectful treatment of all employees at all levels (67%), Compensation (63%), Benefits (60%), Job security (58%), Trust between employees and senior management (55%) (SHRM)
  • Millennials' top job satisfaction contributors: Respectful treatment (66%), compensation (65%), benefits (61%), job security (58%) (SHRM)
  • Traits Millennials look for in employers: Treat employees fairly (73.1%), corporate social responsibility (46.6%), brand image (39.5%), prestige (30.5%) (NSHSS)
  • Work atmosphere traits Millennials seek in employers: work/life balance (69.2%), friendly coworkers (57.3%), friendly to people of all backgrounds (55.3%) (NSHSS)
  • 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)
  • 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)
  • Top sources of workplace stress: Heavy workload/looming deadlines (33%), Unrealistic expectations of managers (22%), Attaining work-life balance (22%), Coworker conflicts (15%) (Accountemps)
  • Top workplace stressors: deadlines (30%), physical risk (17%), competitiveness (10%) (CareerCast)
  • 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)
  • 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)
  • 74% of employees 30 years old or older say lack of sleep affects their performance (Humana)
  • 69% of Millennials say the people whom they work with would enable their best work (Millennial Branding/Randstad
  • Top employer attributes that jobseekers value most: salary and employee benefits, long-term job security, pleasant working atmosphere (Randstad)
  • 68% of U.S. full-time employees are suffering from work overload (Cornerstone
  • 59% of North America Millennials define work/life balance as “flexible work hours” (Universum)
  • 45% of employees say their top definition of workplace success is enjoyment/happiness (Right Management
  • 63% of employees believe their organization is headed in the right direction (Modern Survey
  • 33% of American employees are satisfied or very satisfied with their jobs (Oxford Economics
  • 67% of employees say they love or have no major complaints about their company (Virgin Pulse
  • 51% of U.S. workers say they "often recommend their organization as a great place to work." (Modern Survey
  • 72% of employed Americans are "completely satisfied" with their relations with their coworkers (Gallup
  • 70% of employed Americans are "completely satisfied" with the physical safety conditions of their workplace (Gallup
  • 33% of employed Americans are "completely satisfied" with the amount of money they earn (Gallup
  • 51% of recent grads feel like they're underemployed (Accenture)
  • 57% of employed Americans are "completely satisfied" with their job security (Gallup)
  • 54% of employed Americans are "completely satisfied" with their boss or immediate supervisor (Gallup)
  • 53% of employed Americans are "completely satisfied" with the amount of work that is required of them (Gallup)
  • 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)
  • 45% of employed Americans are "completely satisfied" with the recognition they receive at work for their accomplishments (Gallup)
  • Percentage of generations who would "often recommend their organization as a great place to work": 59% of Millennials, 51% GenX, 47% Boomers (Modern Survey)
  • 70% of U.S. employees are proud to work for their organization (Modern Survey)
  • 29% of employees feel valued in their jobs (Bureau of Labor Statistics)
  • Only 10% of employees define career success as high performance and productivity (Right Management)
  • One-third of U.S. employees give their companies high marks on career performance, learning management, and succession planning (ADP)
  • More than 80% of Millennials say they're willing to put in a great deal of effort beyond that normally expected in order to help their organization be successful (Boston College)
  • 85% of Millennials agree that they're treated with respect at work (Boston College)
  • 54% of workers say they like the people they work with (CareerBuilder)
  • 37% of employees say “working with a great team” is their primary reason for staying (Gusto)
  • 54% of employees say a strong sense of community (great coworkers, celebrating milestones, a common mission) kept them at a company longer than was in their best interest (Gusto)
  • 78% of Millennials see workplace quality as important when choosing an employer (CBRE)
  • 55% of employees have put off job hunting because they didn’t want to leave their co-workers (ICIMS)
  • Employees who say they have more supportive supervisors are 1.3 times as likely to stay with the organization and are 67% more engaged (The Energy Project)
  • In 2010, only 34% of employees said they would recommend working at their company (Bain & Co)
  • 77% of employees desire relocating to a different city, state or country as a career move (Cornerstone)
  • 15% of employees say their employer offers relocation opportunities (Cornerstone)
  • 84% of Millennials are willing to relocate for a job (Graebel)
  • 82% of Millennials believe they will be required to relocate if they want to advance their careers (Graebel)
  • 80% of Millennials would be willing to take a pay cut if necessary to relocate to a dream destination (Graebel)
  • According to employees, salary is more important to job satisfaction (88%) than having a certain title (55%) (CareerBuilder)
  • 65% of full-time U.S. workers say they do not currently earn their desired salary (CareerBuilder)
  • Dissatisfied employees cite concerns over salary (66%) and not feeling valued (65%) most often as reasons for their dissatisfaction (CareerBuilder)
  • 40% of employees wish their employer cared more about their financial well-being (Virgin Pulse)
  • 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)
  • 44% of employees believe that their employer cares about their wellbeing (PwC)
  • 86% of recruiters report having recently spoken with underemployed/under-compensated employees (MRI Network)
  • 60% of employees feel their relationship with their employer positively impacts their focus or productivity at work (Virgin Pulse)
  • 51% of employees are extremely concerned about job security (MetLife)
  • 52% of employees believe they have a promising future at their organization (Modern Survey)
  • 78% of employees feel they are making a difference and appreciated when managers focus on their strengths over their weaknesses (The VIA Institute on Character)
  • 67% of employees are happier and more productive when managers focus on the positive aspects of their performance (Gallup)
  • 64% of employees believe they will be more successful at work by building on their strengths than fixing their weaknesses (The VIA Institute on Character)
  • 65% of employees who report having had a meaningful discussion with their manager about their strengths describe themselves as flourishing at work (The VIA Institute on Character)
  • 91% of workers say they feel motivated to do their best when they have leadership support (American Psychological Association)
  • 89% of workers with leadership support are more likely to recommend company as a good place to work (American Psychological Association)
  • 15% of employees strongly agree that the leadership of their organization makes them enthusiastic about the future (Gallup)
  • 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)
  • 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)
  • 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)
  • 75% of employers ranked stress as their top health and productivity concern (Willis Towers Watson)
  • 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)
  • 87% of employers reported that employees feel the most stress in regard to their performance (Xerox)
  • 50% of millennials, 40% of Gen X and 35% of boomers say burnout is motivating them to consider changing jobs (Staples)
  • 95% of human resource leaders admit employee burnout is sabotaging workforce retention (Kronos)
  • Unfair compensation (41%), unreasonable workload (32%), and too much overtime / after-hours work (32%) are the top three contributors to employee burnout (Kronos)
  • 25% of workers described their workplace as “happy,” “fast-paced” (29%) and “stressful” (28%) (Spherion
  • 44% say their relationship with their employer positively impacts stress levels (Virgin Pulse)
  • 44% of working adults say that their current job affects their overall health, but only 28% of that group believe the effect is positive (Harvard)
  • 60% of U.S. workers feel stressed all or most of the time at work (Udemy)
  • 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)
  • 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)
  • 16% of employees say that their current job has a negative impact on their health (NPR)
  • 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)
  • 56% of actively disengaged workers report they experienced a lot of stress yesterday, compared with 32% of engaged workers (Gallup)
  • 36% of workers are satisfied with the amount of on-the-job stress in their jobs (Gallup)
  • The top sources of work stress are low salaries (according to 51%) and lack of opportunity for growth and advancement (44%) (American Psychological Association)
  • 54% of employees are reporting high stress levels (Aon Hewitt)
  • 37% of employees say their stress levels are higher than the previous year (Aon Hewitt)
  • 80% of employees report being stressed out by work (Nielsen)
  • 64% of employees say their workplace and longer hours have contributed to stress (Staples)
  • 33% of employees say they typically feel tense or stressed out during the workday (American Psychological Association)
  • 35% of employees report receiving sufficient resources from their employers to help manage stress (American Psychological Association)
  • Biggest workplace stresses: low pay (13%), commute (13%), work load (12%), coworkers (10%) (Nielsen)
  • 29% of employees chose to leave jobs because of "low pay” (Express Employment Professionals)
  • 65% of millennials said "they did not make enough money to cover expenses or are living paycheck to paycheck" (Ernst & Young)
  • 56% of employees who don't feel valued report being stressed during the day, compared to 25% of those who do feel valued (American Psychological Association)
  • 56% of workers say they have good friends at work (Rand Corp)
  • 35% of workers call in “sick” just to take a mental health day (American Express)
  • 23%, of employees feel “high” or “overwhelming” financial stress (Financial Finesse)
  • 63% of senior marketers say their job is somewhat stressful, 27% say it is somewhat stressful, 7% say it is very stressful, 3% say it isn't stressful at all (The Creative Group)
  • 32% of senior marketers say the the more stressful the situation, the more productive they are; 60% say a little bit of stress motivates them but too much impedes their productivity; 8% say they are less productive with any level of stress (The Creative Group)
  • The average tenure for CMOs at major consumer brands is 42 months (Spencer Stuart)
  • 62% of Baby Boomers report that their organization motivates them to contribute more than is normally required at work (Modern Survey)
  • 53% of employees said “interesting and challenging” work is the top reason they love their company (Virgin Pulse)
  • "Becoming obsolete" is the biggest concern for today's worker, twice as concerning as being laid off (Oxford Economics)
  • 52% of women and 50% of men view greater job stability and security as "very important" in a new job (Gallup)
  • 51% of job seekers rate greater stability and job security as "very important" in a new role (Gallup)
  • 19% of US workers worry about being laid off (Gallup)
  • Between economic mobility or financial stability, an overwhelming 92% of workers say they want stability (Pew Charitable Trusts)
  • 39% of employees are concerned about their position being automated or made obsolete in the next five years (Jobvite)
  • 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)
  • 13% of employees said they were fearful of losing their job in the next six months (Glassdoor)
  • The more hours people work beyond 40 the worse they feel, and the less engaged they become (The Energy Project)
  • 70% of U.S. workers are putting in more than 40 hours a week (Staples)
  • 58% of Generation Zers said they would come into work on evenings and weekends in exchange for a bigger paycheck, compared with 45% of millennials, 40% of Gen X, and 33% of boomers (Monster)
  • 55% of Baby Boomers say that they are willing to work longer hours than other generations (Korn Ferry)
  • 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)
  • Nearly 40% of employees said they wished their employer cared more about their work/life balance (Virgin Pulse)
  • 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)
  • 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)
  • 57% of Millennials say that work-life balance and well-being in a job are "very important" to them (Gallup)
  • 41% of employees believe work-life balance is impossible to achieve (Randstad)
  • 14% will leave if they don’t have a healthy work-life balance (BambooHR)
  • 80% of employees say they’re motivated to do their jobs through coercion (LRN)
  • 24% of employees don’t trust their employer (American Psychological Association)
  • 93% of employees said trust in their direct manager is important to remain satisfied at work (Ultimate Software)
  • 50% of employees trust senior management (Modern Survey)
  • 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)
  • 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)
  • 83% of employees experienced a more positive work environment when they felt there was trust in their managers/organisation (IBM)
  • 32% of employees feel that their organization isn’t always honest and truthful (American Psychological Association)
  • 64% of employed adults feel their organization treats them fairly (American Psychological Association)
  • 26% said their employer does not make it easy to understand opportunities for advancement within the organization (Mercer)
  • 35% of employed Americans are "completely satisfied" with their chances for a promotion (Gallup)
  • 9.3% of employees received a promotion in the past year (WorldatWork)
  • 54% of Boomers said that the “opportunity to make an impact on the business” was the best way to retain them (Korn Ferry)
  • 50% of job seekers say that their most recent employer has helped them advance in their career (Future Workplace)
  • 51% of employees report they receive “no input” or “input only once in a while” from superiors on how to perform better in their roles (Mercer)
  • 15% of organizations with 100+ employees measure the engagement of their employees more than once a year (Modern Survey)
  • Companies with more than 1,000 employees are 25% more likely to use software to measure employee engagement (Pomello)
  • 47% of organizations plan to or currently measure employee engagement more than once annually (Modern Survey)
  • 46% of organizations with 100+ employees survey annually and 16% never measure engagement (Modern Survey)
  • 98% of CEOs ignore annual employee engagement survey results (Motivosity)
  • 15% of employees say they are currently working in their dream job, 36% say that while they’re not quite there yet, they believe they will be someday (CareerBuilder)
  • 72% of the U.S. workforce feels a sense of personal accomplishment at work (Modern Survey)
  • Attributes employees think are most important to their employer: job performance and results (46%); the ability to learn and be trained quickly (29%); and loyalty and long-term commitment to the company (28%) (Oxford Economics)
  • 57% of workers ranked opportunities to learn and grow as one of the most important aspects of workplace culture (Udemy)
  • Millennials' top attributes of the perfect boss:  Ethical and fair 35%, Transparent and readily shares information 35%, Dependable and consistent 32% (IBM)
  • GenX's top attributes of the perfect boss: Transparent and readily shares information 42%, Clearly defines goals and expectations 42%, Ethical and fair 37% Dependable and consistent (IBM)
  • Top reasons why job seekers will leave for another job: more compensation (61%), location (42%), better work-life balance (40%), health benefits (36%), growth opportunities (35%), company culture (21%) and leadership (15%) (Jobvite)
  • 75% of employees reported they’re more likely to stay with their employer because of their benefit program (Willis Towers Watson)
  • Boomers' top attributes of the perfect boss: Dependable and consistent 35%, Ethical and fair 35%, Dependable and consistent 35% (IBM)
  • 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)
  • 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)
  • 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)
  • 52% of HR pros cite management buy-in as the biggest barrier to strengthening culture (CultureIQ)
  • 42% of employees feel that executive leadership does not contribute to a positive company culture (Execu-Search)
  • 80% of businesses plan to improve their corporate culture in 2017 (Virgin Pulse)
  • 35% of Millennials say strong leadership defines a good work culture (Staples)
  • Employees who derive meaning and significance from their work are more than three times as likely to stay with their organizations, reported 1.7 times higher job satisfaction and are 1.4 times more engaged (The Energy Project)
  • 57% of employees said "meaningful work" contributes most toward a positive workplace sentiment (Namely)
  • 38% of employees said “the company’s mission” is a top reason they love their company (Virgin Pulse)
  • Nearly 40% of employees indicated their co-workers as the top reason they love their company (Virgin Pulse)
  • 58% of working Americans claim that their coworkers are more productive at work when they're happy (Ultimate Software)
  • 33% of Millennials want collaborative workspaces (CBRE)
  • Millennials top three work-related fears: getting stuck with no development opportunities, not being able to realize their career goals, and not finding a job that matches their personality (Universum)
  • 87% of millennials say professional development or career growth opportunities are very important (Gallup)
  • 59% of millennials; 44% of Gen Xers and 41% of baby boomers say opportunities to learn and grow are extremely important to them when applying for a job (Gallup)
  • 87% of millennials rate "professional or career growth and development opportunities" as important to them in a job; 69% of non-millennials agree (Gallup)
  • The main factor in workplace discontent is not wages, benefits or hours, but the boss (Gallup
  • 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)
  • 31% of female employees said they left due to “inappropriate” behavior by a boss, 20% of the men said the same (Bamboo HR)
  • 28% of employees would rather have a better boss than a $5,000 raise (Randstad) 
  • 61% of workers are satisfied with their boss or immediate supervisor (Gallup)
  • 1 in 5 employees would prefer to receive a promotion (higher title included) without a 3% raise, rather than getting that raise without a promotion (BambooHR)
  • Nearly one-third of employees would rather be recognized in a company-wide email from an executive than receive a bonus of $500 (BambooHR)
  • 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)
  • 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)
  • 30% more of the workforce is satisfied when there’s even an informal recognition program in place (BambooHR)
  • 75% of employees receiving at least monthly recognition (even if informal) are satisfied with their job (BambooHR)
  • 60% of organizations had a values-based recognition program in 2016 (Globoforce)
  • 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)
  • 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)
  • 36% of employees would give up $5,000 a year in salary to be happier at work (Randstad)
  • Top steps organizations are planning to retain talent: new career development opportunities (61%), market pay adjustments (37%), more non-cash recognition (24%) (Xerox)
  • 49% of millennials are satisfied with the growth and development opportunities and 47% are satisfied with their company's employee recognition practices (American Psychological Association)
  • 42% of full-time employees believe their growth potential is limited at their current job, no longer believe in the company’s mission, have inflexible schedules, or don’t get along with their coworkers (ICIMS)
  • 38% of employees say their jobs offer good prospects for advancement (Rand Corp)
  • 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)
  • 23% of employees say job does not take full advantage of their skills, training (Gallup)
  • 49% of employees say their company understands their unique interests and skills (Mercer)
  • 81% of employees are happier at work when they agree that their jobs effectively make use of their skills/abilities (IBM)
  • 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)
  • 76% of millennials think professional development opportunities are one of the most important elements of company culture (Execu-Search)
  • 25% of women talk with their managers about developing leadership skills (Right Management)
  • Among Millennials, friendships in the workplace make them feel happy (57%), motivated (50%), and productive (39%) (LinkedIn)
  • 78% of Millennials say it is more important to enjoy work than to make a lot of money (Clark University)
  • Half of Millennials would “rather have no job than a job they hate” (MTV)
  • 84% of millennials say that helping to make a positive difference in the world is more important than professional recognition (Bentley University)
  • 39% of HR pros evaluate recognition programs with employee surveys; 35% do not measure their employee recognition programs (Michael C. Fina)
  • 82% of employees don’t think they’re recognized for their work as often as they deserve (BambooHR)
  • 81% of companies have formal recognition programs (SHRM)
  • 86% of values-based recognition programs show an increase in worker happiness (SHRM)
  • 38% of millennials would like to see the recognition program at their current employer improved (Aon Hewitt)
  • When asked which recognition initiative has the biggest impact on employee engagement, HR pros cited: performance awards (33%), anniversary awards (20%), personal notes (10%) (Michael C. Fina)
  • According to employees, the most memorable recognition comes from an employee's manager (28%), high-level leader or CEO (24%), the manager's manager (12%), a customer (10%) and peers (9%) (Gallup)
  • 51% of workers are satisfied with the recognition they receive at work (Gallup)
  • 55% of retail managers say the head office rarely or never recognizes hourly employees for doing good work (WorkJam)
  • 74% of companies have a service anniversary program (SHRM)
  • 45% of Millennials would quit a job if they didn't see a career path they wanted at the company (Ultimate Software)
  • 58% of Millennials expect employers to provide them with learning opportunities relevant to their job (EdAssist)
  • 58% of employees (62% of Millennials and GenX) say that professional development contributes to their job satisfaction (CompTIA)
  • 12% of employees feel their employers aid them in their career development (Bridge)
  • 59% of Millennials would prefer a job with a strong potential for professional development (EdAssist)
  • 40% of Millennials say that becoming a manager/leader is “very important” (Universum)
  • 41% of Millennials would prefer a job with a potential for regular pay raises (EdAssist)
  • 30% of millennials leave due to better offers elsewhere, almost the same amount leave because their career goals aren't in line with their employer (Millennial Branding/Beyond.com)
  • 26% of Millennials feel their employers are actually invested in their professional development (EdAssist)
  • 46% of professionals worldwide believe that work friends are important to their overall happiness (LinkedIn)
  • 70% of employees say their employer should understand them to the same degree they are expected to understand customers (Towers Watson)
  • 53% of employees say performance reviews don't motivate them to work harder (Globoforce)
  • 61% of Millennials say they would switch to a company with no performance reviews (Adobe)
  • 50% of employees strongly agree they know what's expected of them at work (Gallup)
  • 76% of employees don’t trust bosses who fail to share company data (GeckoBoard)
  • 50% of employees say bosses sharing information and data has a significantly positive impact on productivity and motivation (HubSpot)
  • 78% of Millennials say workplace environment affects their decisions to stay at a job (RingCentral)
  • 81% of employers said the workplace environment is important to attracting top talent, 67% have undertaken changes to their office spaces to make them more competitive and attractive to talent (Work Design
  • 82% of Millennials said it was important to them to have a career that does some good in the world (Clark University)
  • 63% of Millennials like their employers to contribute to social or ethical causes (Brookings)
  • Baby Boomers are 67% more interested in making more money than doing good (Atenga)
  • 64% of Millennials said they would rather make $40,000 a year at a job they love than $100,000 a year at a job they think is boring (Intelligence Group)
  • 62% of executives say Millennials will consider leaving their jobs due to lack of learning and development, just 31% of Millennials say they have considered this (Oxford Economics)
  • 8 out of 10 Millennials think they deserve to be recognized more for their work (MTV)
  • 28% of Millennials say feeling appreciated contributes to their loyalty (Staples)
  • 53% of employees report feeling appreciated at work (AttaCoin)
  • 26% of Millennials say recognition motivates them to do their best at work (Staples)
  • 19% of IT employees are dissatisfied with their jobs, up from 12% last year (CareerBuilder)
  • 27% of IT employees have been recruited by other organizations in the past year (CareerBuilder)
  • 69% of IT employees see job stability as more important than salary, 64% say job location, 60% say good work culture (CareerBuilder)
  • 73% of tech employees believed their company became a better overall company within the past six months (TINYpulse)
  • 42% of tech workers say unclear goals stresses them out the most, 16% say bad bosses (Comparably)
  • 36% of IT professionals are happy or very happy at work, 32% unhappy and 31% neutral (AlienVault)
  • Employees who see performance reviews as inaccurate are 2x more likely to look for another job (Globoforce)
  • 48% of employees feel they have the opportunity to use their creativity at work (Modern Survey)
  • 62% of U.S. employees say they can be successful at their organizations while balancing work and their personal lives  (Modern Survey)
  • 31% of workers believe the employers only care about profits and don't care as much about employees (Businessolver)
  • 35% of employees don’t think their employers care about them as a team member or person  (Rapt Media)
  • 50% of those under the age of 40 felt that a company’s approach to sustainable business practices have influenced their decision about accepting a job (Bain & Co)
  • 57% of employees feel their leaders are detached from the workforce  (Rapt Media)
  • 28% of employees say personal finances have been a distraction at work (PwC)
  • Among women who feel supported by male leadership, 54% reported better raises, promotions and assignments (Working Mother)
  • 21% of young women have been the victim of sexism in the workplace (1000 Dreams Fund)
  • 71% of women and 74% of men at companies that don’t address gender inequality said they would look for jobs elsewhere in the next six months (PayScale)
  • 91% of working parents say that having children living at home affects their interest in finding a new job (FlexJobs)
  • 60% say their companies don't appear to care about their child care needs (Care.com)
  • Things workers are willing to sacrifice in order to have more happiness at work: a less private office space (76%), reduced workplace flexibility (60%), accept a lower position or title (60%) give up benefits such as their vacation time, accept a reduction on 401(K) contributions from an employer and other job perks (41%), take a pay cut (36%), relinquish health benefits (31%) (Spherion)
  • 53% of Millennials say their biggest motivator is having the chance to work on exciting and interesting projects (Elance/Odesk
  • 54% said career advancement opportunities are more important than salary when looking for work (Achievers)
  • 42% of North American Millennials are in favor of working long hours if it speeds up career progress (Universum)
  • 67% more Millennials than Baby Boomers say that "having a great mentor" at work is important (Atenga
  • 61% of companies believe mentorships is important to employee happiness (Adecco)
  • 32% of employees say their employer encourages them to work in different departments to gain additional experience and skills (Cornerstone)
  • 32% of workers believe their current skills will prevent them from earning a promotion (Spherion)
  • 45% of Gen Z and millennials want to work in technology (45%), the next highest choice was education (17%) (Future Workplace)
  • 69% of men and 60% of women with disabilities report being generally satisfied with their career paths (Working Mother Research Institute)
  • 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)
  • 67% of employees say a pet-friendly workplace increases productivity (Banfield)
  • 86% of employees say a pet-friendly workplace helps decrease stress levels (Banfield)
  • 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)

New Call-to-action

Employee Benefits Statistics

 Miscellaneous Workplace Statistics

These don't necessarily fit into one of the above categories, but they're definitely impactful on employee engagement and as a result, customer engagement. They show a changing workplace, where it's becoming harder to attract top talent while transitioning to the unique millennial culture.

  • Total employer compensation costs for private industry workers averaged $29.99 per hour worked, vs $43.10 for state and local government employees (Bureau of Labor Statistics
  • Annual-Cost-of-Employee-BenefitsWages and salaries averaged $21.96 per hour worked and accounted for 68.8% of these costs; benefits averaged $9.97 per hour worked and accounted for the remaining 31.2% (Bureau of Labor Statistics
  • 20% of women vs. 44% of men say they are completely satisfied with the amount they earn (Gallup
  • 12% of women say they have been passed over for a promotion or other opportunity because of their gender (Gallup
  • 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)
  • 5% of men say they have been passed over for a promotion or other opportunity because of their gender (Gallup
  • 17% of working women say they have been denied a raise because of their gender (Gallup
  • 4% of working men say they have been denied a raise because of their gender (Gallup
  • 59% of men and 56% of women say advancing in their career is extremely or very important to them (Gallup
  • 75% of women do not believe men and women are paid equally, compared to 50% of men (Glassdoor
  • 54% of female employees say they are recognized when they do excellent work. For males, it is 61% (Modern Survey
  • 39% of HR pros evaluate recognition programs with employee surveys; 35% do not measure their employee recognition programs (Michael C. Fina)
  • When asked to rank what signified a career advancement to them, women ranked “more money” and “a higher title” higher than men, who ranked “more direct reports,” “expanded responsibility” and “more face time with company executives” higher than women (BambooHR)
  • 52% of U.S. employees say they have confidence in senior leadership at their organization (up from 41% three years ago) (Modern Survey
  • 65% of companies are experiencing problems attracting top performers (Towers Watson
  • 43% of U.S. workers believe they are the top performer in their job (PayScale)
  • 48% of baby boomers reported being the top performer at their employer for jobs similar to theirs; 40% of millennials reported being the top performer, the lowest of any generation surveyed (PayScale)
  • 46% of employees said their organization hires highly qualified employees (Towers Watson
  • 90% of employees have left work, and 30% cut back by 6 or more hours per week due to family responsibilities (Care.com
  • 89% of working fathers say they work more than 40 hours each week; 30% report spending more than 50 hours per week at the office (Care@Work)
  • 32% of employees say they have a job, not a career (Mercer
  • 44% of employees say that leadership at their companies is equipped to lead their organizations to success (Oxford Economics
  • 18% of those currently in management roles demonstrate a high level of talent for managing others, while another two in 10 show a basic talent for it (Gallup
  • Managers with high or basic talent levels account for 48% higher profit to their companies than average managers do (Gallup
  • 60% of executives think Millennials are frustrated with manager quality, only 18% of Millennials say they are (Oxford Economics
  • Only 26% of Baby Boomers follow their organization on social media. Among Gen Xers it is 40%. For Gen Y it is 49% (Modern Survey
  • 32% of all employees want to see and understand the progress they've made toward goals set by their manager (Ultimate Software
  • 42% of Millennials want feedback every week. This is over twice the percentage of every other generation (Ultimate Software
  • 19% of Millennials say they receive routine feedback from managers (Gallup)
  • 17% of Millennials say the feedback they receive from managers is meaningful (Gallup)
  • 31% of Boomers felt they needed less feedback than millennials or Gen X (Korn Ferry)
  • 68% of employees who receive accurate and consistent feedback feel fulfilled in their jobs (Clutch)
  • 40% of millennials do not consider themselves fulfilled at work (Clutch)
  • 74% of Gen Z said work should have a greater purpose than earning a salary, compared to 45% of millennials, 40% of Generation X, and 33% of boomers (Monster)
  • 28% millennials have texted a manager out of work hours for a non-work related issue, compared to only 10% of baby boomers (LinkedIn
  • 88% of Millennials want their coworkers to be their friends (MTV
  • 54% of Gen Z say the people they work with is the attribute that matters most in order to do their best work (Future Workplace)
  • 68% of millennials would sacrifice a friendship with a colleague if it meant getting a promotion; 62% of Baby Boomers wouldn't even consider it (LinkedIn
  • 79% of employees become annoyed when their co-workers are promoted faster than they are (BambooHR
  • 89% of millennials regularly check work email after the work day has ended (Bentley University
  • One in four U.S adults (24.6%) receive company emails on their mobile device (Samanage)
  • Young Millennials age 18-24 (25.1%) and older Millennials age 25-34 (29.2%) are more than twice as likely to get company emails on their mobile device compared to Baby Boomers age 65+ (12.2%) (Samanage)
  • 19.2% of employees very often wake up to check email (Samanage)
  • 36.8% of employees checked work emails during dinner, just not recently, and 23.6% very often check work emails during dinner (Samanage)
  • 63.6% of Baby Boomers (ages 65+) said they have never checked work emails during dinner (Samanage)
  • 35.2% of employes spend more than 1 hour checking email outside of work (Samanage)
  • 10.5% of employees check work email after hours because their boss or client expects it  (Samanage)
  • 67% of Americans favor increased overtime eligibility (Gallup)
  • 20% of U.S. adults admitted negative feelings, including feeling overwhelmed and frustrated, toward checking email outside of work (Samanage)
  • 60% of Millennials say their employers expect them to be accessible during off hours (RingCentral
  • 70% of Millennials work up to 20 hours or more outside the office each week (RingCentral
  • 34% of Millennials would quit a job on the spot if their employer asked them to delete their Facebook page (Ultimate Software
  • 50% of millennials say their poor work ethic left them unprepared for their first job, followed closely by poor time management (47%) and organization (38%) skills (Bentley University
  • 66% of millennials would like to start their own business and 37% would like to work on their own (Bentley University
  • 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)
  • 63% of adults under 45 say that “owning their own business would be the best employment scenario” (Finn Futures
  • 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)
  • 30% of executives give special attention to the particular wants and needs of millennials (Oxford Economics
  • 28% of Millennials feel their current organization is making full use of their skills (Deloitte
  • 72% of Millennials feel their schooling did not effectively prepare them for the workforce (EdAssist
  • 6 in 10 Millennials cite a “sense of purpose,” as part of the reason they chose to work for their current employers (Deloitte
  • 40% of Millennials who plan to remain in their jobs beyond 2020 say their employers have a strong sense of purpose beyond financial success (Deloitte
  • 53% of millennials aspire to become the leader or most senior executive within their current organization (Deloitte
  • 71% of Millennials expecting to leave their employer in the next two years are unhappy with how their leadership skills are being developed (Deloitte
  • 70% of employees ranked being empowered to take action at work when a problem or opportunity arose as an important element of their engagement (SHRM)
  • 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)
  • One-third of millennials think socializing with coworkers will help them move up the ladder (compared to 5% of Baby Boomers) (LinkedIn
  • 67% of millennials are likely to share personal details including salary, relationships and family issues with co-workers, compared to only about one-third of baby boomers (LinkedIn
  • 41% of companies have made changes to adapt to younger workers (Duke/CFO
  • 57% of small businesses offer different benefit packages or perks to attract young talent (Vistage)
  • 43% of employees say that impromptu visits by coworkers are the biggest productivity killer (Cornerstone
  • 21% of employees steal from their offices (GetVoip

New Call-to-action

Topics: Employee Engagement + Loyalty, Benefits Trends

Subscribe to Email Updates

employee discount programs guide