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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)
  • About 70% of Americans are disengaged at work (Gallup)

  • Of the 5 billion people on the planet, only 1.4 billion have a good job, and just 16% of those are engaged (Gallup)

  • 63% of the workforce was engaged in 2016 (24% highly engaged, 39% were moderately engaged) (Aon Hewitt)
  • Businesses with a strong learning culture enjoy employee engagement and retention rates around 30-50% higher than those that don’t (Robert Half)

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

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

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

  • 93% of nonprofit employees are engaged at work, a rate triple the national average (Work for Good)

  •  45% of employees reported having either changed jobs in the past 12 months or planned to do so in the next year; in 2017, 18% said they planned to switch jobs but 27% actually did (Randstad)

  • 50% of adults would leave their current job for better benefits (Yoh)

  • 42% of adults said they’d jump ship for a flexible work option (Yoh)

  • Roughly one-third of adults would leave their job for a higher-level position, a better company culture or a shorter commute (Yoh)

  • 15% of adults said they wouldn’t leave their current job for any reason (Yoh)

  • 18% of North American employees said they planned to switch jobs in 2017 but 26% actually did (Randstad)

  • 85% of employees who switched from for-profit organizations to nonprofits said they planned to remain in the nonprofit sector for the rest of their careers (Work for Good)

  • 82% of employees are continuously looking for opportunities elsewhere and 40% expect to have four to six jobs in their work life (Jobvite)

  • A third of job seekers left a job within 90 days; 43% of that group said their day-to-day role wasn’t what they thought it would be; 34% said they were driven away by a bad experience or incident; 32% cited company culture; and 11% said they signed onto a new job but later changed their minds (Jobvite)

  • 14% or roughly 4.5 million workers are likely to move on to a new job (Robert Half)

  • 33% of professionals selected “I’m bored, need new challenge” as their motivation for moving on to another job (Korn Ferry)

  • 44% of workers said they would leave their current job for one that pays more (OfficeTeam)

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

  • 51% of workers are looking to leave their current jobs (Gallup)
  • 16% of employees are actively seeking a new job (IBM)

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

  • HR professionals and others involved in people management were 37% more likely to find work elsewhere and leave their current position than those in other job categories (Culture Amp)

  • The best single indicator of employee churn was workers’ responses to the statement: “I see myself still working at my company in two years time.” Respondents who strongly disagreed with this statement were 136% more likely to churn than the average worker; those who disagreed were 100% more likely to churn; and those who gave a neutral response were 36% more likely to leave for another position (Culture Amp)

  • Employees with 3-6 months on staff were 19% more likely to churn than those with less than 3 months tenure (12%), and workers ages 18-24 were 40% more likely to leave for another job (Culture Amp)

  • About 40% of workers said they left a company because they lacked access to state-of-the-art digital tools and 58% said they need to work elsewhere to gain digital skills (Randstad)

  • Workers at technology laggards were 450% more likely to want to leave to go work elsewhere (Unisys)

  • 45% of employers complain that outdated versions keep them from being productive (Unisys)

  •  47% of higher educated workers said a limited career path could get them to leave for a better opportunity (Randstad)

  • Factors influencing workers to join a company are its use of the most up to date tools (80%), innovative culture (72%) and reputation as a leader in digitization (62%) (Randstad)

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

  • 50% of employees say 1-2 years is the right length of time to stay in a job before looking for another (Ajilon)

  • 25% of employees are actively looking for new job opportunities and 55% are passively open to new opportunities (Ajilon)

  • 43% of employees said they would leave their current jobs for another that paid better (Ajilon)

  • 54% of employees said their main reason for staying on the job is their loyalty to their coworkers, team, boss or company (Ajilon)

  • A third of employees said their reason for leaving their job was a bad boss or manager (Ajilon)

  • Offering career training and development would keep 86% of millennials from leaving their current position (Bridge)

  • 56% of millennials believe that an individual should stay at a single company for more than 20 years (Bridge)

  • If a job lacks growth opportunities and avenues for leadership development, 67% of millennials would leave that position (Bridge)

  • 43% of millennials envision leaving their jobs within 2 years, and 28% are looking to stay beyond 5 years (Deloitte)

  • 62% of millennials who would willingly leave their employers within the next 2 years regard the gig economy as a viable alternative to full-time employment (Deloitte)

  • 59% of employees say they’ve been with their current employer for more than 3 years and among older millennials (ages 30-37), 22% have been with their current employer for more than 7 years (Udemy)

  • 61% of Gen Z employees say they would leave their current jobs within 2 years if given the choice (Deloitte)

  • 59% of Gen Z would expect to stay with their current employer for less than 2 years (Deloitte)

  • Millennials and Gen Z working for employers perceived to have diverse workforces and senior management teams are more likely to want to stay 5 or more years (Deloitte)

  • Among Millennial and Gen Z employees who said they intend to stay with their current employers for at least 5 years, 55% note greater flexibility in where and when they work now compared to 3 years ago (Deloitte)

  • Less than 40% of millennials and 30% of Gen Z workers feel they have the skills they’ll need to succeed, and they’re looking to businesses to help ready them to succeed in this new era (Deloitte)

  • Nearly 20% of 24-35 year olds said reputation for ethical behavior, diversity and inclusion as well as workplace wellbeing were important when choosing an employer (Deloitte)

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

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

  • 44% of employees are happy in their current role (Hays)

  • 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)
  • 38% of unhappy workers admitted to listening in on a private conversation, 5% to drinking alcohol, 15% to taking naps, 9% to helping themselves to coworkers’ food in the fridge, 40% playing pranks on coworkers, 5% to watching Netflix and 2% to using the company credit card for personal purchases (Randstad)

  • 67% of employees are extremely or very satisfied with their jobs (Aflac
  • 67% of gig-only millennials reported that they like their current work situation and wouldn’t want to change it, and 75% of workers over the age of 56 reported the same (Prudential)

  • 45% of Gen X gig-only workers reported satisfaction with their work (Prudential)

  • 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) 
  • The cost to employers was $14,900 for every hiring error last year (CareerBuilder)

  • Losing a good hire costs on average $30,000 (CareerBuilder)

  • Two-thirds of workers say they accepted a job offer only to realize later that the company was a bad fit (CareerBuilder)

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

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

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

  • 30% of workers strongly agree that at work, their opinions seem to count- by moving this to 60% of employees, organizations could realize a 27% reduction in turnover, a 40% reduction in safety incidents and a 12% increase in productivity (Gallup)

  • 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)
  • The number of freelance workers is growing three times faster than the rest of the workforce, adding $1.4 trillion annually to the economy (Upwork)

  • 57.3 million Americans are freelancers, representing 36% of the U.S. workforce (Upwork)

  • 47% of millennials are already freelancing (Upwork)

  • 55% of freelancers are preparing for the future and automation’s possible takeover of their work by reskilling, compared to 30% of other categories of workers (Upwork)

  • 63% of people are choosing to be freelancers, up from 53% since 2014 (Upwork)

  • Freelancers may outnumber other workers by 2027 or possibly sooner (Upwork)

  • 26% of people said they would leave a traditional job to do freelance work (ReportLinker)

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

  • Millennials are 50% more likely to relocate and 16% more likely to switch industries for a new job than nonmillennials (LinkedIn)
  • 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)
  • 45% of hiring decision makers note that salary is the top reason for employees changing jobs (Glassdoor)

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

  • 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 (WTW)
  • 78% of businesses are more worried about a talent shortage than they were last year (Spherion)
  • 34% of employers said that talent scarcity is their greatest concern (Randstad)

  • 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
  • 58% of millennials reported that they intended to stay in their current role for fewer than three years (Red Brick)

  • 52% of millennials viewed the concept of employee loyalty as being overrated (Red Brick)

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

  • 26% of employees are liable to look for a new job during the next 12 months (up from 18% in 2015) (Spherion)
  • 82% of millennials who work at independent insurance agencies are encouraging their friends and family to also get into the line of work (Vertafore)

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

  • 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)
  • 65% of people think that freelancers are happier than other professionals (ReportLinker)

  • 42% of public school superintendents in the U.S. are engaged 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)
  • Millennial managers are nearly two-thirds less likely to resign (11.9%) than non-manager millennials (36.2%) (Visier)

  • Millennial managers who haven’t been promoted resign at a rate of 5.2% higher than the average, while millennial managers who were promoted in the last two years resign at a rate of 3.1% below average (Visier)

  • Men who haven’t been promoted resign at a rate of 1.7% higher than the average, while women resign at a rate of only .7% (Visier)

  • The average employee tenure is eight years, the annual turnover rate is 19% and the involuntary turnover rate is 8% (SHRM)
  • Employers say there’s a 40% turnover rate among workers (CareerBuilder)
  • 53% of employee-owners ages 28-34 have longer tenure at their current jobs (NCEO)

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

  • 28% of workers ages 18-35 say they can see themselves staying on for at least another two years (Comparably)

  • 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)
  • 71% of workers said they are looking to change employers (Mental Health America)

  • 1 in 3 workers will change jobs in the next 6 months (Saba Software
  • 84% of passive job seekers would think about leaving their current employer if another with an outstanding rating made a job offer (Energage)

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

  • 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)
  • 71% of employees would take a pay cut for their ideal job (Hays)

  • 21% of employees would take a 10% pay cut to work in a nicer workplace (Staples)

  • 32% of employees would take a 10% pay cut for a job they’re more interested in or passionate about (Jobvite)

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

  • 35% of Gen X employees are actively job hunting (Nintex)

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

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

  • 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
  • 69% of employees who strongly agreed they feel enthusiastic about the future were engaged in their jobs, compared with 1% of employees who disagree (Gallup)

  • 16% of workers in the US are “fully engaged" (Modern Survey
  • 15% of employees worldwide are engaged in their jobs (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)
  • Attrition rates globally across other sectors are 8% to 10% annually (The Network of Executive Women)

  • More than 70% of HR professionals believe outmoded work practices, sketchy career paths and limits on advancement, development and mentoring are impacting attrition and 69% identified flexible work schedules, wellness programs, fast-track promotions and other perks as problematic (Allegis Group)

  • 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)
  • Organizations that score in the top 25% on employee experience report that they see nearly three times the return on assets as those in the bottom quarter (IBM)

  • 58% of North American employers are looking to create a brand strategy that enhances employee engagement and improves the employee experience (Blu Ivy)

  • 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
  • 75% of workers say they’re loyal to their employers, but only 54% feel their company is loyal to them (CareerBuilder)

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

  • 68% of the human resource professionals say last year they experienced recruiting difficulty and skill shortages for certain types of jobs (SHRM)
  • 75% of executives believe that in the next decade, in order to recruit and retain talent, compensation alone will not be enough (Covestro)

  • 83% of employers believe attracting and retaining talent is a growing challenge (Allegis Group)
  • 47% of HR leaders cited employee turnover and retention as their top challenge (Globoforce)

  • Companies’ top 3 challenges are training (44%), planning and budgeting (38%) and technology (37%) (Catalant)

  • The top three challenges faced by HR organizations today are turnover, employee engagement, and succession planning (SHRM
  • To overcome technology gaps, employers said they plan to adopt change management strategies and new technologies to attract specialized or highly skilled talent (75%), find talent that can do the work faster (62%), speed up talent acquisition (57%) and reduce reliance on costly brand-name consulting firms (40%) (Catalant)

  • 67% of decision-makers say they’re more concerned about turnover at their organizations now than they were 12 months ago (Randstad)
  • 17% of companies investing in data-based HR technology are looking to reduce turnover (OutMatch)

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

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

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

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

  • 53% of HR pros say that the highest priority in the coming year is to retain top talent (Xerox)
  • 42% of businesses report that their ability to recruit has been improved by their pension scheme (CBI)

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

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

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

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

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

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

  • 77% of employees reported they are more productive when working away from the office (Upwork)

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

  • 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)
  • 67% of Gen X leaders said they would like more external coaching and 57% want external development (DDI)

  • 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)
  • 30% of employees strongly agree that their manager involves them in setting goals at work; those who strongly agree with this statement are 3.6 times more likely than other employees to be engaged (Gallup)

  • Employees who are supervised by highly engaged managers are 59% more likely to be engaged (Gallup
  • 63% of employees believe managers are most responsible for sharing engagement-based results to teams (Quantum Workplace)

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

  • 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
  • Among managers who oversee one to two employees, 59% report having no training at all, the same measure stands at 41% among managers who overs see three to five workers (West Monroe Partners)

  • 42% of new managers admit they developed their style by observing and mimicking a previous manager rather than through any type formal training (West Monroe Partners)

  • Nearly half of managers who had 10+ years of managerial experience said they’ve only received about nine total hours of training and 43% who have been manager for less than one year have had no training (West Monroe Partners)

  • 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)
  • Employees who say their manager consistently helps them manage their workload reported they were eight times as likely to stay with their current employer (Qualtrics)

  • Employees who claim their managers regularly acknowledge them for good work are 5 times more likely to stay (Qualtrics)

  • 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)
  • 60% of employees would take slightly less pay for an empathetic employer, and 77% would even work longer hours (Businessolver)

  • 33% would change to more empathetic employers for equal pay, and 20% would switch companies for less pay (Businessolver)
  • 90% of employees are more likely to stay with an organization that empathizes with their needs (Businessolver)

  • 80% of employees would be willing to work longer hours for an empathetic employer (Businessolver)

  • More than two-thirds of employees in tech, healthcare and financial services reported they would be willing to take slightly less pay for a more empathetic employer (Businessolver)

  • Nearly 80% of employees would consider leaving their current organization if it started being less empathetic (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 workers cause massive losses in productivity – between $450 and $500 billion a year (Mental Health America)

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

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

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

  • 95% of millennial employees report that work/life balance is important to them, with 70% saying it’s a very important aspect of their careers (Deloitte)

  • 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)
  • 37% of Gen X contemplate leaving to advance their careers, 5% lower than millennials (DDI)

  • Workers ages 18-35 rank career advancement opportunities (32%) and work-life balance (34%) as most important to them at work (Comparably)

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

  • 53% of employees say greater work-life balance and personal well-being are very important to them when considering whether to take a job with a different organization (Gallup)

  • 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
  • 23% of active job seekers would take a new position without a pay increase (Hays)

  • 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)
  • One third of employees at U.S. companies (with more than 1,000 employees) are currently looking for new jobs, with 86% citing their company’s broken processes as a driving factor behind the decision (Nintex)

  • 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)
  • 35% of hiring decision makers expect more employees to quit over the next 12 months (Glassdoor)

  • 3.2million people quit their jobs in October of 2017 (Robert Half)

  • 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)
  • 56% of workers are planning to look for a new job in the next 6 months (PayScale)

  • 83% of full-time employees would consider leaving their current company (ICIMS)
  • 32% of workers ages 18-35 say they can see themselves leaving their job within a year (Comparably)

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

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

  • 10% of employees think they’re not being paid what they’re worth so much that they’ll quit their job (BambooHR
  • 45% of workers said they rarely or never get the money they deserve (Mental Health America)

    estimated-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)
  • 77% of workers said they’d be more likely to accept a job offer if they knew they could telecommute at least some of the time (Robert Half)

  • 86% of employees between the ages 18-34 said they’d sooner sign a contract with remote work options (Robert Half)

  • 65% of employees older than 55 said they’d sooner sign a contract with remote work options (Robert Half)

  • 68% of recruiters and 53% of employers say candidates ask for work from home options “somewhat often” to “very often”. In addition, more than half of candidates say remote work is important when they’re considering their job options (MRINetwork)

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

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

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

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

  • 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)
  • HR directors have a 43% switch rate (Indeed)

  • The lowest career-switching rates were among computer programmers and engineers, with Java developers (8%) and network engineers (25%) being the least likely to leave their careers (Indeed)

  • Engaged millennials are 64% less likely to say they will switch jobs if the job market improves in the next 12 months (Gallup)
  • 63% of employees who say processes for advancement are not clearly defined are looking for new jobs (Nintex)

  • 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)
  • 75% of American workers care deeply about the well-being of their employer and only 23% say they have full insight into how their organizations are actually doing (Kimble Applications)

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

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

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

  • 7% of employees say that more transparency would cause them to be more stressed (LinkedIn)
  • 80% of employees felt more engaged when their work was consistent with the core values and mission of their organization (IBM)
  • 41% of employees feel personally aligned with their company’s mission and  49% with their values, yet 94% of employees and 98% of employers say those connections are critical (Reward Gateway)

  • 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)
  • Employees said they would leave their current job because: they want to find an organization with a higher purpose/stronger mission (12%); they are feeling unappreciated (12%); they feel bored or unchallenged (12%); they have a long commute (7%); it’s a bad culture fit (7%) or have a bad boss (6%) (OfficeTeam)

  • Roughly 70% of executives indicate that over the last 5 years they’ve seen an increase in the number of Millennials (71%), Gen Xers (69%) and Baby Boomers (46%) who want the opportunity for more social purpose work while on the job (Covestro)

  • 88% of millennials found their job more fulfilling when they were provided opportunities to make a positive impact on social and environmental issues (Cone Communications)

  • 70% of executives say employees’ desire for purpose is impacting HR’s ability to recruit and retain top talent (69%), and 65% report it is transforming traditional approaches to talent recruitment and development, including compensation packages (Covestro)

  • 71% of executives say employees’ desire for purpose is prompting HR to rethink certain work policies and 67% say its compelling HR to work more closely with corporate social responsibility to create new policies and programs that give employees the opportunities to get involved in social projects (Covestro)

  • 68% of executives believe their employees would be more engaged in their work and perform at higher levels if they had opportunities to be challenged by working on purpose projects inside and/or outside the company (Covestro)

  • 83% of executives believe skills-based volunteerism (small teams of employees engaging in short-term consulting projects that aid nonprofit organizations and their causes) could help employees satisfy their desire for purpose and hone their teamwork and/or leadership abilities, develop new skills and/or strengthen existing ones (77%), and become more engaged and productive in their own work (67%) (Covestro)

  • 62% of executives see SBV (small teams of employees engaging in short-term consulting projects that aid nonprofit organizations and their causes) as a way to attract top talent, increase employee engagement (70%), and develop future leaders at their companies (80%) (Covestro)

  • Only 26% of executives say their companies have utilized skills-based volunteerism (Covestro)

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

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

  • 79% of employees who are leaving their current job due to poor company culture say that paid time off is extremely or very important in their next job (Project: Time Off)

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

  • 32% of workers say they feel pressured not to take time off (TSheets)

  • 48% of employees said they do not get enough time off (TSheets)

  • 43% of workers report they are often or always stressed, and one-third of these employees said the stress they experience at work is detrimental to their health (TSheets)

  • Stress levels were found to be higher among employees who do not get PTO and 51% of them say they are often or always stressed, with 58% describing it as unhealthy (TSheets)

  • 84% of the workforce currently has access to paid time off and 65% did not use all of their PTO allocation last year, with 18% blaming their workload (TSheets)

  • 46% of employees said they would take a lower paying job with more flexible working arrangements (TSheets)

  • 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 for leaving a job: insufficient pay (44%), limited career paths (43%), lack of challenging work (30%), work-life balance (28%), and lack of recognition (27%) (Randstad)

  • 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
  • 89% of employers said flexible working options are important when it comes to staff attraction and retention (Hays)

  • 33% of employees said flexible working options were critical to their remaining in employment (Hays)

  • 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)
  • 22% of millennials job hop within a company nearly twice as often as other generations (12%) (Visier)

  • Only 26% of Millennials feel like job hopping is the best way to advance their careers (Boston College
  • 22% of millennial employees (ages 18-34) would consider taking a job with an organization that didn’t have a positive long-term outlook if it meant they’d be advancing their career in the short-term (LinkedIn)

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

  • 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
  • Among IT professionals who plan to leave, 75% are looking for a higher salary (Spiceworks)

  • 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
  • 47% of organizations run training and development programs to help build employees’ skills and support career development (Robert Half)

  • 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
  • 31% of retail employees said that training makes them feel extremely engaged (Axonify)
  • 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
  • 81% of U.S. college graduates are interested in working in another country and 75% said they were more likely to accept a job offer if a company offers work-abroad opportunities (Graebel)

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

  • 17% of employees reported quitting a position because of a bad manager (Addison Group)

  • 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 (WTW
  • 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
  • Employees with a high confidence level in their company’s senior leadership are 5 times as likely to remain with their employer more than 2 years compared to employees with no confidence (Qualtrics)

  • 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
  • Almost 25% of millennials have worked for 5 different employers (O.C. Tanner)

  • Among millennials who worked at 5-7 organizations, 34% didn’t trust their direct manager, 31% said their organizations don’t set goals, and 48% said their organization thought only about profits (O.C. Tanner)

  • 80% of workers said they trusted their peers, only 72% trusted their bosses and just 65% trusted senior leaders (Globoforce)

  • 40% of union employees trust their senior management, 48% of non-union employees (Modern Survey
  • 61% of adults say they approve of labor unions (Gallup)

  • 40% of employees choose to leave a job because of a "lack of advancement/opportunity" (Express Employment Professionals)
  • 40% of employees leave their job because they are unhappy with it (IBM)

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

  • 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 (WTW
  • 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 Millennials 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)
  • Employees who are engaged with their financial wellness program are likely to stay at the company (56%), stay or become healthy (50%) and remain productive in the office (45%) (Ernst & Young)

  • 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)
  • Employees prefer financial benefits, such as profit-sharing (40%), pensions (51%) and monetary bonuses (54%), and would be willing to change jobs to receive these benefits (Gallup)

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

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

  • 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)
  • 27% of HR managers said that how employees leave greatly affects their careers; 56% said there’s somewhat of an effect, and 16% said there’s no effect at all (OfficeTeam)

  • 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)
  • 76% of HR leaders said their onboarding processes are underutilized and another 24% didn’t even have an onboarding strategy (Kronos)

  • Organizations with poorly handled onboarding are twice as likely to cause new hires to seek new opportunities in the near future (Digitate)

  • The new hire onboard experience sets a tone which, if negative, can leave 25% of new hires unlikely to recommend the employer to a family member or friend (Digitate)

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

  • 65% of CFOs said finding skilled professionals to fill job openings was at least somewhat challenging (Robert Half)

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

  • 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)
  • 66% of firms believe educating staff about the benefits of saving through workplace pensions can help influence employee engagement on pensions, wider financial education (58%), the use of simpler language and minimal jargon in pension communication (63%), technology (54%), and individualizing pension communications as far as possible (49%) (CBI)

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

  • 62% of participants in wellness programs say their productivity has improved, 56% have had fewer sick days and 30% say they had a disease detected thanks to these programs (UnitedHealthcare)

  • 67% of participants in wellness programs reported reduced bodyweight and 23% quit smoking or other nicotine use (UnitedHealthcare)

  • 46% of employees at companies offering 7-8 health and wellness program categories strongly agreed they are proud to be a part of the company, compared with only 14% of employees whose employer offered no programs (Optum)

  • 26% of employees at companies offering 7-8 health and wellness program categories strongly felt their employer takes a genuine interest in their well-being, compared with only 3% of employees whose employer offered 1-3 program categories (Optum)

  • 35% of employees at companies offering 7-8 health and wellness program categories said they were extremely likely to recommend their employer, compared to 14% of employees at companies offering 1-3 program categories (Optum)

  • 30% of employees who frequently participate in wellness programs strongly agreed their employer values them, while only 19% of workers who occasionally participate felt similarly (Optum)

  • 22% of employees who frequently participate in health and wellness programs strongly agreed that their employer makes healthy choices compared to just 6% of those who never participate (Optum)

  • Nearly half of workers who frequently participate in wellness programs report having a good relationship with co-workers (Optum)

  • 35% of employees frequently participating in wellness programs believed their employer promotes positive relationships among colleagues, yet only 23% of employees who don’t participate felt that way (Optum)

  • 29% of employees who frequently participate in health and wellness programs believe they are much better than coworkers at meeting or exceeding job requirements and deadlines, compared with 20% of those who never participate (Optum)

  • 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)
  • 68% of workers want comprehensive financial planning to help them plan for healthcare costs in retirement and figure out how much they need to save for their post-work years (EBRI)

  • 83% of employees say health insurance is very or extremely important in deciding whether to stay in or change jobs (EBRI)

  • 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)
  • 88% of employees that work in pet friendly workplaces plan to stay at the company for the next 12 months vs. 73% of those that don’t work at a pet friendly workplace (Nationwide)

  • 72% of employees that work in pet friendly workplaces would decline a job offer with another company at similar pay vs. 44% of those that don’t work at a pet friendly workplace (Nationwide)

  • 91% of employees that work in pet friendly workplaces feel fully engaged with their work vs. 65% of those that don’t work at a pet friendly workplace (Nationwide)

  • 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)
  • 92% of retail leaders agree that preventing the loss of even one hourly associate per month would drive meaningful profits (WorkJam)

  • The top four reasons retail employees leave their jobs – poor management, scheduling difficulties, lack of training, falling wages (WorkJam)

  • 62% of retail managers say they have lost employees due to scheduling conflicts (WorkJam)

Workplace Satisfaction Statistics

  • 7% of the world’s 3.3 billion adults who are working or looking for work have a great job (Gallup)
  • 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)
  • Employees who work in fully-enabled digital workplaces where new workplace technologies are in widespread use were 51% more likely to have strong job satisfaction, 43% more likely to be positive about their work-life balance, 60% more likely to say they are motivated at work, and 91% more likely to praise their company’s vision (Aruba)

  • 73% of employees who work in a fully-enabled digital workplace reported a positive impact on their productivity and 70% cited improved collaboration thanks to digital technologies vs. 55% those who don’t work in a fully-enabled digital workplace (Aruba)

  • More than 50% of digital workers at technology laggard organizations expressed frustration with their employer vs. 6% of workers at technology leader organizations (Unisys)

  • 42% of organizations are restructuring their HR operations or revising their strategies to leverage digital tools, and only 51% of that numbers said they’re effective at doing so (Randstad)

  • 73% of full-time U.S. workers expect their employer to provide a high-level of employee self-service, allowing them to independently complete a variety of HR-related tasks (Paychex)

  • 62% of full-time workers in businesses with 50 employees or less said they expect any employer to offer at least some level of HR automation, and 60% of workers in businesses with less than 10 workers expect these offerings (Paychex)

  • Technology tops the list of what fulfills employees’ basic needs: a work computer/laptop/device (75%); fast internet and Wi-Fi (68%); office space/cubicle space (55%); and air conditioning and heating (47%) (Randstad)

  • The top factors cited for job satisfaction were: having the latest digital and technology skills; savings or financial assistance programs and vacation (Randstad)

  • A little more than 50% of employers said they’re in the transformative stage of digitization, while only 38% described themselves as proficient (Randstad)

  • 71% of employees said they would welcome a fully automated workplace in the future (Aruba)

  • 77% of nonprofit workers are somewhat or highly satisfied in their current position, even though 52% say they are financially uncomfortable (Work for Good)

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

  • 80% of employees who ranked their benefits satisfaction as extremely or very high also ranked job satisfaction as extremely or very high (EBRI)

  • Nearly two-thirds of employees who ranked benefits satisfaction as extremely or very high ranked their moral as excellent or very good (EBRI)

  • 43% of workers said their benefits package gives them more choice and variety to meet their needs, and 27% believe their employer’s offerings help them manage their finances (WTW)

  • 59% of workers think their retirement plan meets their needs, and 66% believe their healthcare plan meets their needs (WTW)

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

  • 67% of millennials, 62% of gen x and 61% of baby boomers believe their employer’s benefit plans are competitive with those offered by other organizations (PwC)

  • 75% of millennials, 75% of Gen S and 85% of baby boomers say they have a good understanding of employer benefit and savings plans and the role those plans play in their overall financial well-being (PwC)

  • 52% of employees say they understand their health benefits and 43% indicate they understand their non-health benefits very/extremely well (EBRI)

  • 31% of employees indicate their employer or benefits company provides no education or advice on benefits (EBRI)

  • 39% of employees state that their employer provides education on how health insurance works, 24% say that their employer provides education n how a health savings account works, and 28% confirm that their employer offers education on how to invest money in their retirement plan (EBRI)

  • 71% of adults with employer-provided coverage are satisfied with their current health insurance plan, while 19% are dissatisfied and 9% say they have neither favorable nor unfavorable opinions (AHIP)

  • 66% of employees who receive perks are satisfied with them (Clutch)

  • 49% of employees say that receiving perks/benefits means they know that their employers are invested in them as individuals (Clutch)

  • 42% of UK employees are calling in sick claiming a physical illness when in reality it’s a mental health issue (BHSF)

  • Despite claiming to have a physical health problem when calling in sick, UK employees admit it’s actually stress (21%), anxiety (18%) and/or depression (20%) (BHSF)

  • 42% of employees have called in sick claiming a physical illness when in reality it’s a mental health issue (BHSF)

  • 24% of employees worry that if they did need to take a sick day due to a mental health issue, they wouldn’t be taken seriously (BHSF)

  • 56% of employees admitted to suffering from stress, 36% from anxiety and 25% from depression (BHSF)

  • 46% of employees admit that work is the main cause of their mental health problems and 15% would tell their boss if they were struggling with an issue of this nature (BHSF)

  • 27% of employees still believe that a mental health problem would carry a stigma and 36% are scared of what their colleagues might think (BHSF)

  • 21% of employees receive dedicated mental health support from their employer, and an average of 8.4 sick days are taken each year due to a mental health problem (BHSF)

  • 27% of employees would like to have open conversations about mental health within the workplace (BHSF)

  • 23% of employees said they would feel more supported if dedicated days off were allocated for mental wellbeing, and a further 22% would benefit from dedicated mental health support staff (BHSF)

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

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

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

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

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

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

  • 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)
  • Job satisfaction climbed for the sixth year in a row, reaching 50.8%, up from 49.6% last year and above the 50% threshold for the first time since 2005 (Conference Board)

  • 61.1% of American workers liked their jobs in 1987 and 58.6% did in 1995 (Conference Board)

  • 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)
  • 36% of managers report spending three to four hours per day on administrative work and 44% frequently feel overwhelmed at work (West Monroe Partners)

  • 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)
  • 60% of employees report being stressed all or most of the time at work (Udemy)

  • 43% of employees worry that artificial intelligence and new technology will replace them (Udemy)

  • 34% of employees are concerned that artificial intelligence could someday totally replace them (The Workforce Institute)

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

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

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

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

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

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

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

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

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

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

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

  • Away from work, 50% of employees say the top stress is the current political climate (Udemy)

  • Workplace stress accounts for as much as $190 billion in healthcare costs (Udemy)

  • 35% of remote workers said their colleagues team up against them (VitalSmarts)

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

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

  • 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)
  • Of those who missed work due to stress, 35% missed 3-5 days a month, 38% missed six days or more, and 14% stayed away for between 21-30+ days (Mental Health America)

  • 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)
  • 66% of working adults say they would be better employees if they got more sleep (Glassdoor)

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

  • 71% of employees believe their senior leaders should go to a greater extent to improve the employee experience (IBM)

  • 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
  • 38% of U.S. hourly workers who make $20 or less per hour say they’re struggling to make ends meet (Snag)

  • 80% of underemployed workers are willing to work more than one job to earn a living wage, but 74% would prefer having one full-time, decent-paying job (Snag)

  • 54% of underemployed workers are actively looking for a better-paying full-time job (Snag)

  • 47% of restaurant workers, 41% of retail workers and 38% of hospitality workers consider themselves underemployed (Snag)

  • 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)
  • 73% of organizations have an employee recognition awards program in place (Globoforce)

  • 86% of HR Leaders say an employee recognition program benefits employee relationships (Globoforce)

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

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

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

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

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

  • 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)
  • 64% of workers say their supervisors don’t give them enough support (Mental Health America)

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

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

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

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

  • 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)
  • 75% of people who think they are paid at or above the market rate report being satisfied with their job (PayScale)

  • 59% of workers who believe they are paid below market still report job satisfaction (PayScale)

  • 65% of full-time U.S. workers say they do not currently earn their desired salary (CareerBuilder)
  • 79% of workers say they don’t earn their desired salary, with 36% saying they don’t earn anywhere near it and 58% say they don’t think they are better off financially than their parents (CareerBuilder)

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

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

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

  • Dissatisfied employees cite concerns over salary (66%) and not feeling valued (65%) most often as reasons for their dissatisfaction (CareerBuilder)
  • Saving for retirement, paying for children’s education and handling basic living expenses are negatively impacting the workplace through stress (79%), lack of focus at work (64%), physical health issues (36%) and absenteeism (34%) (IFEBP)

  • 40% of employees wish their employer cared more about their financial well-being (Virgin Pulse)
  • 55% of employees believe their employer cares about their financial well-being (PwC)

  • 62% of Millennials are more likely to say that their loyalty to their company is influenced by how much the company cares about their financial well-being as compared to Gen X (50%) and baby boomers (36%) (PwC)

  • 72% of millennials and 71% of Gen X are more likely to be attracted to another company that cares more about their financial well-being than baby boomers (45%) (PwC)

  • 81% of employers believe their well-being initiatives meet their employees’ needs, while only 66% of employees agree (WTW)

  • 84% of employers plan to improve employees’ physical well-being over the next three years, up from the current level of 27% (WTW)

  • 66% of employers plan to increase their support for financial well-being, compared to the current level of 16% (WTW)

  • 76% of millennials, 68% of gen x and 57% of baby boomers say they’ve used the services their employer provides to assist them with their personal finances (PwC)

  • 44% of employees say their employer financial wellness program has helped them get their spending under control, better manage healthcare expenses/save for future healthcare expenses (13%), better manage investments (26%), prepare for retirement (44%), save more for major goals (35%) and pay off debt (33%) (PwC)

  • 48% of workers are interested in debt counseling, 47% day-to-day budgeting and 39% in student loan debt assistance (EBRI)

  • 78% of workers with student loan debt, including 65% of workers over age 55 with current or future loan debt, want their workplace to offer student loan benefits (CommonBond)

  • While student loan repayment is the most requested financial benefit, it’s only third on HR’s list of priority benefits (CommonBond)

  • 75% of HR executives think their benefits offering are innovative, but only 50% of workers agree (CommonBond)

  • 49% of employers hope to improve social well-being, up from the current level of 12% (WTW)

  • 87% of employers say they should be involved in encouraging workers to make healthier lifestyle changes, but only 54% of workers agree (WTW)

  • 35% of workers were satisfied with their financial situation this year vs 48% from two years ago (WTW)

  • 48% of middle-income earners worry about their household’s financial situation at least once a week (Mass Mutual)

  • 37% of employees said they felt “not very” or “not at all” financially secure (Mass Mutual)

  • 59% of employees worry about their future financial state (WTW)

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

  • 86% of people want to retire at or before 65, but only 37% believe this to be an option (Cebr)

  • 20% of people believe they will never be able to retire due to poor financial planning (Cebr)

  • 50% of employees over 55 and 59% of those ages 18-34 believe their employers should be doing more to guarantee their financial stability in retirement (Cebr)

  • 31% of struggling employees said money concerns were keeping them from doing their best work (WTW)

  • 24% of workers experienced a moderate financial hardship, and 13% experienced a severe financial hardship (WTW)

  • 37% of struggling employees report high stress levels; 33% reported above-average stress levels, and 30% said their health was poor (WTW)

  • Employees without money worries reported themselves as being in good health (35%) or very good health (55%), while only 5% reported high stress levels (WTW)

  • About 30% of employees were identified as “struggling” (WTW)

  • 29% of struggling employees were fully engaged at work (WTW)

  • 81% of struggling employees are living paycheck to paycheck (WTW)

  • 53% of employees would like their employers to offer tools that provide suggestions on how they can improve their financial situation (WTW)

  • 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 (WTW)
  • 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 (WTW)
  • 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 (WTW)
  • 75% of employers ranked stress as their top health and productivity concern (WTW)
  • 61% of employees are burned out on the job, yet 33% don’t take enough time off to decompress (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)
  • Nearly 60% of tech workers suffer from on-the-job burnout (Blind)

  • The burnout rate for 25 out of 30 tech companies is 50% or higher (Blind)

  • HR Leaders attribute 20-50% of their annual turnover to burnout (Kronos)

  • HR leaders said the barriers to ridding the workplace of burnout include too many competing priorities (20%), a lack of executive support (14%) and outmoded HR technology (20%) (Kronos)

  • 49% of employees said their stress levels were either above average or high (WTW)

  • Only 26% of employees discuss their issues with their managers, and 25% turn to employer-provided services (WTW)

  • 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)
  • 51% of employees said they were happier at work during the holiday season, but 35% said they were more stressed at this time of year (Accountemps)

  • 64% of Millennials and Gen Z employees feel stressed all or most of the time at work (Udemy)
  • 52% of full-time employees in the U.S. feel more stressed today than they did a year ago (Udemy)
  • 55% of workers undergoing current or recent change experience chronic stress compared with 22% of workers undergoing no change (APA)
  • 48% of workers say that investing more in professional development is one of the highest-impact strategies to fight stress that their company can do (Udemy)
  • 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)
  • 32% of retail employees said they don’t receive any formal training (Axonify)

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

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

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

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

  • 59% of fashion professionals say they are satisfied with opportunities for training and development, while 57% are satisfied with the levels of transparency around career progression within the company (BoF)

  • 16% of employees say that their current job has a negative impact on their health (NPR)
  • 64% of American workers think their workplace has a negative effect on their well-being (Thomsons Online Benefits)

  • 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)
  • 67% of managers think employees are fairly paid, while only 21% of employees think their pay is adequate (PayScale)

  • 17% of people cited flexible hours, 10% a need for freedom and 8% higher compensation as reasons they would leave a traditional job to do freelance work (ReportLinker)
  • 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)
  • Women who strongly agree they have a best friend at work are more than twice as likely to be engaged (63%) compared with the women who say otherwise (29%) (Gallup)

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

  • 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)
  • 57% of workers report they are very or somewhat stressed about their financial situation (Prudential)

  • 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)
  • 60% of professionals expressed an optimism that automation may benefit their employees (Digitate)

  • 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)
  • 36% of millennials and 42% of Gen Z reported their employers were helping them understand and prepare for the changes with Industry 4.0 (Deloitte)

  • 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)
  • 24% of Gen Xers say the desire for financial stability motivates them to stay in a job (Purchasing Power)

  • If offered financial programs at work, 89% of Gen Xers would participate in them (Purchasing Power)

  • 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)
  • 53% of employees would not feel confident discussing family-related issues with their employer (Working Families and Bright Horizons)

  • 23% of workers have reduced their working hours to try and get a better fit between work and family life vs. 14% who work flexibly on an informal basis to achieve this (Working Families and Bright Horizons)

  • 31% of workers are effectively prevented from working flexibly, and 35% who do work flexibly state that their work-life balance is not ideal for them or their family (Working Families and Bright Horizons)

  • 11% of workers have refused a new job due to a lack of good work-life balance opportunities, while around 75% of workers would carefully consider their childcare arrangements before taking a promotion or new job (Working Families and Bright Horizons)

  • 44% of workers feel that flexible working is a genuine work-life balance option for parents in their workplace; however, 34% of workers have faked being ill in order to meet family obligations (Working Families and Bright Horizons)

  • Around 47% of workers believe that work affects their ability to spend time with family, and 72% of workers bring work home in the evenings or at weekends (Working Families and Bright Horizons)

  • 34% of workers feel resentful towards their employer with regards to work-life balance; this increases to 46% for male millennial workers (Working Families and Bright Horizons)

  • 53% of workers cite work as the main cause for being burned out, compared to 12% who blame family life (Working Families and Bright Horizons)

  • 41% of millennial workers intend to downshift into a less stressful job to gain a better fit between work and family life (Working Families and Bright Horizons)

  • 36% of millennial workers plan to take a pay cut to work fewer hours (Working Families and Bright Horizons)

  • 82% of U.S. workers say the ability to work from anywhere at any time allows them to maintain a healthy work/life balance, 62% still prefer to work in the office (Randstad)

  • 65% of workers ages 18-24 say they prefer working in a traditional office environment (Randstad)

  • 66% of workers say they like the option of occasionally working from home or another location, but aren’t able to do so (Randstad)

  • 36% of workers report their workplaces support working from home anytime and anywhere they want (Randstad)

  • 35% of employees disagree that their employers provide the necessary technical equipment to enable them to work from home (Randstad)

  • 30% of workers say they regularly have online or virtual team meetings via video conferencing (Randstad)

  • 80% of workers say they like agile work (the ability to work from anywhere, anytime) because it increases their productivity, creativity and job satisfaction (Randstad)

  • 61% of workers don’t believe agile work (the ability to work from anywhere, anytime) interferes with their personal lives, or their ability to disconnect from work (Randstad)

  • 37% of workers think employers should make efforts to change organizational culture to ensure a good work-life balance, 35% believe more policies that support work-life balance should be implemented and 28% feel that employers should encourage their staff to use existing policies to help their work-life balance (Working Families and Bright Horizons)

  • 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)
  • 45% of professionals feel their company does not promote a healthy work/life balance (Execu│Search)

  • 74% of working adults say their manager does encourage them to take time off when they need to take care of their health and wellness (Glassdoor)

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

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

  • 34% of parents felt resentful about their employer’s approach to work-life balance, with more fathers than mothers expressing this sentiment (37% vs. 32%) (Working Families)

  • 46% of millennial fathers feel resentful about their employer’s approach to work-life balance (Working Families)

  • 37% of parents said that changing company culture to make work-life balance more acceptable should be a priority for employers (Working Families)

  • 36% of parents are willing to take a pay cut, while 41% of millennial parents intended to downshift to a less stressful job (Working Families)

  • 81% of parents who said they worked flexibly said they still had to bring work home at evenings or weekends (Working Families)

  • 63% of employees said flexible work hours were nice to have (Hays)

  • 4% of employees said flexible work was not important to them (Hays)

  • 80% of employees say they’re motivated to do their jobs through coercion (LRN)
  • 71% of workers say the ability to provide for themselves and their families is what motivates them to do their job, followed by money (63%), and the ability to make a difference (38%) (CareerBuilder)

  • 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)
  • More than 50% of workers said they can’t perform their best if they aren’t satisfied at work, and another half said they would turn down a 10% wage increase to remain with a great manager (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/organization (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)
  • 39% of females say their company treats people fairly, compared to 47% of men (Lean In)

  • 26% said their employer does not make it easy to understand opportunities for advancement within the organization (Mercer)
  • 83% of employees think that having a clear employee value proposition is important (Alight Solutions)

  • 78% of employees expect managers to talk with them about career and learning opportunities, and only 37% agree that managers do that well (Alight Solutions)

  • 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)
  • 53% of workers believe playing office politics and feigning interest in a supervisor’s “dumb story” (43%) will help them get promoted (Bridge)

  • 54% of Boomers said that the “opportunity to make an impact on the business” was the best way to retain them (Korn Ferry)
  • 33% of employees believe they make a major impact on their employer’s business performance (LinkedIn)

  • 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)
  • 61% of employees acknowledge they would rather work when they feel sick than use their paid time off or sick time (Glassdoor)

  • 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)
  • 88% of employees said company culture was at least relatively important (Jobvite)
  • 75% of employees reported they’re more likely to stay with their employer because of their benefit program (WTW)
  • Boomers' top attributes of the perfect boss: Dependable and consistent 35%, Ethical and fair 35%, Dependable and consistent 35% (IBM)
  • 23% of adults prefer a male boss, which is 10 percentage points lower than the last reading in 2014 and 43 points lower than the initial 1953 reading (Gallup)

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

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

  • 48% of millennials believe businesses behave ethically compared with 65% in 2017 (Deloitte)

  • 45% of millennials believe business has a positive impact on society, down from 72% in 2017 (Deloitte)

  • 47% of millennials believe that business leaders are committed to helping improve society compared with 62% in 2017 (Deloitte)

  • 44% of millennials believe business leaders are making a positive impact and still have some faith in business’ ability to enact meaningful change in society (Deloitte)

  • 75% of millennials believe multinational corporations have the potential to help solve society’s economic, environmental and social challenges (Deloitte)

  • 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)
  • 47% of employees said they value a workspace with a community atmosphere, especially for millennials ages 18-34(55%) (Clutch)

  • 61% of employees want appealing and comfortable workspaces, workplace flexibility (53%), perks (47%) and workspaces that provide learning opportunities (32%) (Clutch)

  • 48% of office workers said peer collaboration is their preferred method of learning in the workplace and 81% said that peer collaboration helped improve their productivity (Braidio)

  • 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 employees said being a micromanager was the worse trait a boss could have, followed by bosses who are overly critical (22%), disorganized (16%), know-it-all (14%) and impatient (9%) (Comparably)

  • Women said that being overly critical (28%) was nearly as bad as micromanaging (32%) (Comparably)

  • 17% of men rated overly critical as a negative trait in bosses (Comparably)

  • Micromanaging tied with being overly critical (30%) among tech designers as the worst trait for a boss to have (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)
  • 72% of men and 55% of women said they’re receptive to a promotion without a pay increase (OfficeTeam)

  • 72% of workers ages 18-34 said they’ll take a new title without a pay hike, compared to 61% of workers ages 35-54 and 53% of those 55+ (OfficeTeam)

  • Nearly one-third of employees would rather be recognized in a company-wide email from an executive than receive a bonus of $500 (BambooHR)
  • Workers that were recognized in the last month are 29% more likely to agree that “The work we do at my organization has meaning and purpose for me” (Globoforce)

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

  • When asked to what extent organizations should go to recognize workers’ achievements, 49% said “very” to “extremely” while 38% said “somewhat” and only 12% said “not at all” (IBM)

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

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

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

  • 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)
  • 47% of employees want to receive rewards spontaneously (Xexec)

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

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

  • 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)
  • 67% of employees believe their company’s broken processes prevent them from maximizing their potential (Nintex)

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

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

  • 23% of employees say job does not take full advantage of their skills, training (Gallup)
  • 61% of workers said their employers are providing upskilling opportunities in the technical and soft skills of the future, only 50% said their employers provide career development opportunities that meet their needs and chances for advancement (APA)

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

  • 25% of women talk with their managers about developing leadership skills (Right Management)
  • 28% of employees said their employers offer mentorship or leadership programs geared toward women (Randstad)

  • 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)
  • 44% of workers believe they are always or often overlooked (Mental Health America)
  • 44% of workers felt skilled employees were unrecognized for their work (Mental Health America)

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

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

  • Workers who describe their employer as a mobile pioneer have productivity rates 16% higher than those described as low on mobile tech support (EIU)

  • Employee satisfaction (23%), creativity (18%), and loyalty (21%) rates are higher in workers who describe their employer as a mobile pioneer (EIU)

  • Mobile enablement pioneer organizations that give employees the ability to work anywhere anytime are more productive (49%) and satisfied (38%) (EIU)

  • Mobile enablement pioneer organizations that give employees the ability to effectively collaborate are more productive (21%) and satisfied (30%) (EIU)

  • Mobile enablement pioneer organizations that give employees quick and easy access to information are more productive (42%) and satisfied (31%) (EIU)

  • Mobile enablement pioneer organizations that give employees workplace flexibility are more productive (14%) and satisfied (27%) (EIU)

  • 29% of hourly and 41% of salaried workers are completely satisfied with pay (Gallup)

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

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

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

  • 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 (WTW)
  • 78% of Gen X believes that performance reviews do not provide them with meaningful growth opportunities (Bridge)

  • 94% of executives remain confident in their current review processes, but 61% of employees feel the traditional performance review is outdated (Reflektive)

  • Employees feel the traditional performance review is too generic (22%), too infrequent (6%) and frequently incomplete (62%) (Reflektive)

  • Almost 70% of employers still use the annual or bi-annual performance review system; more than half of the employees surveyed want reviews at least once a month (Reflektive)

  • 94% of employees prefer that managers address performance issues and development opportunities in real-time (Reflektive)

  • 68% of executives said they found out about employees’ issues or concerns for the first time during performance evaluations (Reflektive)

  • 86% of executives said they think their organization would benefit from checking in with employees more often (Reflektive)

  • Nearly 50% of employees said they don’t feel comfortable raising issues with their managers between formal reviews, but that they would be more proactive about doing so (75%) if managers gave them more frequent feedback (Reflektive)

  • 67% of managers admit they removed negative feedback from evaluations because so much time had gone by and the feedback was no longer relevant (Reflektive)

  • 53% of employees say performance reviews don't motivate them to work harder (Globoforce)
  • 14% of employees strongly agree that the performance reviews they receive inspire them to improve (Gallup)

  • 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)
  • 97% of employees think that data improves their job performance (Qlik)

  • 74% of employees believe their employers would value them more if their data literacy improved (Qlik)

  • 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)
  • 75% of U.S. workers care about how well their company is performing but don’t know enough about the true state of business affairs (Kimble Applications)

  • 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
  • 84% of workers want their employer to take a stand on regulations, legislation and presidential executive orders that could impact their lives and their employers’ businesses (Glassdoor)

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

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

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

  • 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)
  • 42% of employees say learning and development is the most important benefit when deciding where to work followed by health insurance (48%) (Udemy)

  • 34% of employees feel it is the employer’s responsibility to pay for training (Udemy)

  • 42% of millennials said their current employers do provide learning, development and training opportunities (Udemy)

  • 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)
  • 39% of workers would work harder if they are happy in their current role or place of work (One4all)

  • 30% of workers said they would be more willing to work overtime or for longer when they are happy (One4all)

  • 38% of workers say their happiness impacts their performance at work (One4all)

  • 79% of UK workers believe their boss or manager does not care about their happiness, and only 30% would consider leaving their current role if they were unhappy at work (One4all)

  • 44% of workers said their employers could improve their happiness by awarding a pay raise of 25%, and 33% said their happiness would improve with a 10% raise (One4all)

  • 21% of UK workers said being thanked by bosses for a job well done more often would increase the morale (One4all)

  • 20% of UK workers said increased recognition from their boss for their work and the contributions they make would make them happier in the workplace (One4all)

  • 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)
  • 33% of workers are distracted by personal financial issues, and 46% of those distracted by financial stress say they spend three or more hours each week dealing with related issues at work (PwC)

  • 40% of LGBT workers said they felt bullied in the workplace – 11% higher than all workers (CareerBuilder)

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

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

  • Among women who feel supported by male leadership, 54% reported better raises, promotions and assignments (Working Mother)
  • 54% of women found out they were being paid less than a male peer in the same role, compared to 19% of men who learned they were paid less than a colleague (Hire)

  • 21% of young women have been the victim of sexism in the workplace (1000 Dreams Fund)
  • 53% of employees believe unequal pay is the top factor impacting gender inequality, while 49% attribute outdated biases and stereotypes as the second-leading factor (Randstad)

  • 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)
  • 32% of U.S. workers say their employer has taken new steps to prevent and address sexual harassment in the workplace since the “MeToo” movement has started (APA)

  • 10% of employees said their employer added more sexual harassment training or resources since the “MeToo” movement took hold and 8% said their employer adopted a more stringent sexual harassment policy (APA)

  • 7% of employees said their employer held a town hall or all-staff meeting to talk about sexual harassment (APA)

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

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

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

  • 92% of employees said their workplaces are very or somewhat civil (Weber Shandwick & Powell Tate)

  • 48% of employees who reported working in uncivil workplaces said they did not trust leaders to address complaints about incivility (Weber Shandwick & Powell Tate)

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

  • 43% of women experienced sexual harassment at work (Fairygodboss)

  • 67% of women don’t report incidents for fear of being considered a troublemaker (Fairygodboss)

  • 36.2% of alleged harassers were a direct boss and 57% of harassers were colleagues (Fairygodboss)

  • People who manage others accounted for 25.1% of alleged sexual harassers and clients or vendors made up 11.6% (Fairygodboss)

  • 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)
  • 90% of employees in pet friendly workplaces and less than 65% of employees in non-friendly workplaces feel highly connected to their company’s mission, fully engaged with their work and willing to recommend their employer to others (Nationwide)

  • More than three times as many employees at pet friendly workplaces report a positive working relationship with their boss and co-workers (Nationwide)

  • 83% of employees that work in pet friendly workplaces feel their work is rewarding and exciting vs. 46% of those that don’t work at a pet friendly workplace (Nationwide)

  • 88% of employees that work in pet friendly workplaces would recommend their place of employment to others vs. 51% of those that don’t work at a pet friendly workplace (Nationwide)

  • 91% of employees that work in pet friendly workplaces feel the company supports their physical health and wellness and 89% feel the company supports their mental well-being vs. 59% and 53% of those that don’t work at a pet friendly workplace (Nationwide)

  • 52% of employees that work in pet friendly workplaces report a positive working relationship with their supervisor and 53% with their co-workers vs. 14% and 19% of those that don’t work at a pet friendly workplace (Nationwide)

  • 85% of employees that work in pet friendly workplaces rarely miss a day of work for well-being and/or recuperation vs. 77% of those that don’t work at a pet friendly workplace (Nationwide)

  • 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)

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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.

  • 40% to 60% of workers are in declining jobs (Pearson)

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

  • 83% of organizations fail to do exit interviews (Robert Half)

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

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

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

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

  • 23% of female workers don’t feel like they are paid fairly compared to their counterparts (Randstad)
  • 40% of employees have discussed salary with a coworker before, and 49% of female workers would leave a job if they learned a male counterpart was making 25% more (Randstad)

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

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

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

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

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

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

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

  • 54% of employees strongly or completely agree that their companies have a good representation of female leaders (Randstad)

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

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

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

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

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

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

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

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

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

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

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

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

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

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

  • 32% of all employees want to see and understand the progress they've made toward goals set by their manager (Ultimate Software
  • 60% of U.S. employees said their employer gave them a way to provide feedback about their own employee experience, but only 30% said their feedback was acted upon (Qualtrics)

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

  • 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)
  • Empowerment and voice was a contributor to a positive employee experience (17%) (Globoforce)

  • 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
  • 28% of workers ages 18-35 said they were somewhat or very likely to share their salary with coworkers; only 12% of workers older than 40 said the same (Comparably)

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

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

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

  • 82% of professionals said they would be comfortable reporting to a manager who’s younger than they are (OfficeTeam)

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

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

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

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

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

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

  • 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)
  • 53% of those who do have employee perks say that those perks give them a better quality of life (Clutch)

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

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

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

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

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

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

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

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

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

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

  • 91% of fashion professionals believe they are able to create collaborative teams within their workplace and 86% believe they can for effective cross-functional relationships (BoF)

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Topics: Employee Engagement + Loyalty, Benefits Trends

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