Self-reported employee turnover risk has reached its highest point since 2015, according to a recent study from Gallup, with 51% of U.S. employees watching for or actively seeking a new job.
But much of this turnover is preventable — 42% of employees who left their company over the last 12 months said their manager or employer could’ve changed their mind.
Gallup’s study of these employees highlights key areas of focus to re-engage employees and prevent their departure, starting with proactive communication:
- More than one in three (36% of) voluntary leavers didn’t talk to anyone before deciding to leave, and 44% of those who did mention their intention (likely to coworkers) didn’t discuss it with their direct supervisor or manager.
- In the three months leading up to their departure, 45% of voluntary leavers said their manager or other leader didn’t bring up topics like job satisfaction, performance, or their future with the company.
- More than 1 in 5 employees who left (21%) said more positive interactions with managers could’ve stopped them from leaving, and 8% said fewer negative interactions would’ve helped.
Other notable efforts that would’ve prevented employee departures included additional compensation or benefits (30%); career advancement opportunities (11%); and better staffing, scheduling, or workload management (9%).
To support employee retention, staffing agencies can offer guidance in enhancing onboarding, conducting stay interviews, and analyzing turnover data. They can also be a resource for developing targeted retention programs, offering career development opportunities, and fostering a positive work environment.
