16 Employee Retention Statistics to Know in 2025

This might be due to external factors (such as COVID-19) or internal factors, such as employee job dissatisfaction, engagement rates, or other internal factors affecting employee retention. Getting highly talented employees in the organization is challenging as the war-for-talent continues. That’s why keeping them on board should be a priority for any organization. As a younger generation, Millennials are most likely to hop from one job to another in shorter periods than other age groups.

Employee Engagement Benchmarks: Data, Score, Survey & Industry

It’s also forcing employers to rethink their talent acquisition and employee retention strategies to keep up to pace with these constant changes. This means that employee retention rate is one employee retention statistics of the most important HR metrics that can help you understand how well your organization retains its employees. Employee retention statistics suggest that employee retention is everyone’s responsibility. Employee retention data unveils that 70% of employees are ready to switch their current job to a company willing to invest in their personal development.

• While both terms describe employees leaving a company, the expected outcome that each metric can shed light on are quite different.
• To help you stay abreast of the latest trends, we’ve compiled the top HR trends for 2025.
• You can also stand out from competitors by creating an unmatched work environment and corporate culture that will help you attract and retain talent.
• The concept of employee loyalty has shifted significantly, which became even more apparent during and after the Great Resignation.
• Employees also need to know that their manager trusts them, and that they can trust them in turn.

21.5% of employees that didn’t get recognition for a job well done have interviewed for a job in the last three months.

Of the 1,000 employees we surveyed, 39% were currently experiencing the Sunday Scaries at work. If you had to leave and find a new job today, would you be confident about the experience? Nearly 7 in 10 survey respondents feel they could quickly secure new work. When it comes to working in the office, companies must realize that some employees feel more comfortable in an office environment than others. If you want your remote workers to continue having a great work experience, our piece on how to improve the digital employee experience is a great read. When employees worry about their job security, they don’t always stick around to see if things will even out.

Poor management skills make employees four times more likely to leave their job.

Small enterprises are facing the biggest employee retention problems as the client-driven market presses them to improvise with incentives to hire better applicants. According to Gallup, 56% of US workers agree that now is a good time to find another quality job and leave their current organizations. While the number is still big, this is much lower than the record-high 70% recorded in mid-2022. This decreasing trend in turnover statistics is a result, at least in part, of the cooling job market and changes in employee expectations, including the availability of remote or hybrid work arrangements.

Boost employee engagement

This direct implication on retention makes burnout a focal point in effective retention strategies. Employers must prioritize well-being and create supportive environments to ensure their teams remain engaged and committed. Last year, management emerged in the top five reasons for employee quits for the first time since 2019, indicating a heightened focus on leadership in retention. Together, these two categories represent 69% of the reasons employees left their jobs in 2023, or four times as many compared to those who primarily left for better pay and benefits. Potential workplace issues, such as inadequate pay, lack of growth opportunities, or unsatisfactory benefits, could explain employees’ high dissatisfaction and mistrust.

What Can You Do With Time Doctor?

An incredible 46% of high-performing employees use their apps to search for a better job. And whilst one cannot ban them from searching, the least that can be done is to make sure the organization is updating their online profile on the latest job vacancies. We know employees want flexibility in where they work, but now, according to WorkHuman, we also know they want flexibility in when they work. Not everyone is productive from 9 to 5; some people are naturally night owls. This is why, if their work allows, you might consider letting employees work when they work best and shift your performance focus to one of results. Interestingly, more respondents (39%) would prefer flexibility in work hours over a raise (28%).

• Doing an internal survey is a great way to determine what kind of things your employees want and would value.
• Companies that reduce turnover costs and succeed in retaining high-performing employees can experience a potential fourfold increase in profits.
• Multiply the result by 100 and you will get the employee retention rate of your company.
• When employees don’t feel connected to their work or aligned with the company’s mission, they are more likely to look elsewhere.
• Remote work and recognition are not the only aspects to take into account when setting up retention strategies.

What Can Leaders Do: How to Improve Employee Engagement

It’s an open acknowledgement and expressed appreciation for employees’ contributions to an organization. It will make people happy and they will feel productive without any office distractions or meetings. Employees want to be heard and to shape their own work environment according to their expectations and values. Collecting employee feedback is a great first step, but you also need to create action plans based on the information and ideas that were shared.

Pay is among the leading causes of employee turnover, especially among younger generations. Those under the age of 35 and those making less than $50,000 annually are most likely to leave their organizations. Additionally, employee retention rate statistics show that 44% of employees would leave their job for one that provides 20% higher pay.