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are you driving your best workers away?

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In today’s tight labor market, retaining quality employees is more important than ever. To gain insight, Randstad US surveyed employees on what motivates them to leave, as well as the reasons — both good and bad — they choose to stay.

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are you driving your best workers away?

  1. 1. what managers can (and can't) do about employee turnover are you driving your best workers away?
  2. 2. © Randstad North America, Inc. 2018 | 2| why employees stay or leave. The 2018 Randstad Employer Brand Research unveiled the top five reasons why American employees choose to stay with their employers — or leave to seek opportunities elsewhere. top 5 reasons employees stay top 5 reasons employees leave 45% 44% 42% 40% 34% salary & benefits job security location work-life balance flexible arrangements 44% 43% 30% 29% 28% compensation too low limited career path work-life balance issues insufficient challenges organization shows poor leadership
  3. 3. © Randstad North America, Inc. 2018 | 3 randstad US commissioned a survey of U.S. workers to dig deeper into the underlying motivations behind those decisions.
  4. 4. © Randstad North America, Inc. 2018 | 4| why do workers choose to stay with their current employers — or leave to seek opportunities elsewhere? © Randstad North America, Inc. 2018 | 4
  5. 5. © Randstad North America, Inc. 2018 | 5| workers want performance-based salary increases. © Randstad North America, Inc. 2018 | 5 82% expect pay raises each year in order for them to stay 55% would leave their jobs if their employers only gave out raises to keep pace with inflation, rather than to reward individual performance
  6. 6. © Randstad North America, Inc. 2018 | 6| paid time off reigns supreme. 66% won’t consider job opportunities that don’t offer at least 10 paid vacation days annually 49% would work for a bad boss if they had unlimited vacation time 66% 49%
  7. 7. © Randstad North America, Inc. 2018 | 7| flexibility is attractive. 68% would rather have greater workplace flexibility than pay increases 62% would take jobs they don’t love if that meant having greater flexibility 36% are considering leaving their current jobs because they can’t work remotely © Randstad North America, Inc. 2018 | 7
  8. 8. © Randstad North America, Inc. 2018 | 8| growth opportunities are calling. 58% say their companies don’t offer enough career growth opportunities for them to stay 50% don’t believe they will be promoted in the next 6-12 months 78% say if they were to leave their current employers today, they feel confident they could land better jobs within three months 58% 78%50%
  9. 9. © Randstad North America, Inc. 2018 | 9| people make a difference. 90% say having good relationships with supervisors is important 60% have left jobs in the past, or are considering leaving their current jobs, because they don't like their supervisors 58% would stay at jobs with lower salaries if they had great bosses 74% love working with their colleagues and would stay at their current companies for this reason © Randstad North America, Inc. 2018 | 9 100%
  10. 10. © Randstad North America, Inc. 2018 | 10| “Today’s workers have high expectations — and the tight talent market suggests employers should be listening closely. While salary and PTO will always be factors in attraction, engagement and retention, the intangible benefits and day-to-day experiences at work have risen in importance. If the full spectrum of values — emotional, financial and lifestyle — aren’t being met, workers will easily find opportunities elsewhere.” Jim Link, Chief Human Resources Officer, Randstad North America © Randstad North America, Inc. 2018 | 10
  11. 11. © Randstad North America, Inc. 2018 | 11 in such a tight labor market, employers must understand what influences their workers to leave — and develop management strategies accordingly. © Randstad North America, Inc. 2018 | 11
  12. 12. © Randstad North America, Inc. 2018 | 12| key takeaway. For employers struggling to improve their retention rates, striking the right balance between investments in employee development and investments in perks and benefits will play a crucial role in determining success. © Randstad North America, Inc. 2018 | 12
  13. 13. © Randstad North America, Inc. 2018 | 13| survey methodology. Research findings are based on a survey conducted by Research Now on behalf of Randstad US between July 9-13, 2018. It included 763 respondents over the age of 18 and a nationally representative sample balanced by age, gender and region. Visit Randstad’s workforce360 for additional tips, or contact a local Randstad consultant. © Randstad North America, Inc. 2018 | 13

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