Employee Retention & Engagement Statistics

34.1% of American workers are engaged (Gallup)

51% of the U.S. workforce is not engaged (Gallup)
63% of the workforce was engaged in 2016 (24% highly engaged, 39%
were moderately engaged) (Aon Hewitt)
16.5% of employees are "actively disengaged" (Gallup)
29% of millennials are engaged at work, 16% are actively disengaged,
55% are not engaged (Gallup)
US companies improved employee engagement from 63% in 2014 to
64% in 2015 (Aon Hewitt)
51% of workers are looking to leave their current jobs (Gallup)
40% of employees are considering employment outside of their current
firm within the next year (SHRM)
34% of employees say they plan to leave their current role in the next 12
months (Mercer)
74% of all workers are satisfied with their jobs; 66% of those are still
open to new employment (Jobvite)
37% of employees indicated they were very satisfied and
51% somewhat satisfied with their jobs (SHRM)
86% of employees say they're at least somewhat happy with their jobs,
43% are very happy, just 4% very unhappy (Staples)
67% of employees are extremely or very satisfied with their jobs (Aflac)
Engagement levels are consistent across every generation (Modern
Survey)
$11 billion is lost annually due to employee turnover (Bloomberg BNA)
(Commonly cited statistic, source link unfound)
 Millennial turnover costs the U.S. economy $30.5 billion annually
(Gallup)
It can cost 33% of an employees salary to replace him/her (HR Dive)
Cost of replacing entry level employees: 30-50% of their annual
salary (ERE Media)
Cost of replacing mid-level employees: 150% of their annual salary (ERE
Media)
Cost of replacing high-level or highly specialized employees: 400% of
their annual salary (ERE Media)
Total turnover in 2014: 15.7% of the workforce (Compensation Force)
Total voluntary turnover in 2014: 11% of the workforce (Compensation
Force)
75% of the causes of employee turnover are preventable (HR Dive)
90% of employees are open to new career opportunities (LinkedIn)
73% of employees are open to hearing about new opportunities
(TopResume)
13% of employees say they love their job and are not looking for other
opportunities (TopResume)
11% of employees say they dont love their job, but theyre not sure if
its time to leave it (TopResume)
59% of employees would leave their profession if they could
(CareerCast)
Millennials are 50% more likely to relocate and 16% more likely to
switch industries for a new job than nonmillennials (LinkedIn)
3% of employees say theyre unsure of their feelings toward their
current job (TopResume)
18% of employees dont feel confident that an employer will take care of
them (Job Applicator Center)
 52% of employees feel confident their employer will repay them for their
loyalty (Job Applicator Center)
Employees earn a 5.2% pay increase on average when changing jobs
(Glassdoor)
A 10% increase in base pay increases the odds an employee will stay at
the company by 1.5 percent (Glassdoor)
69% of hiring managers say voluntary turnover has not increased at
their companies in 2016 (DHI Group)
37% of employers say turnover has picked up over the past 12 months;
16% say its dropped off (Willis Towers Watson)
78% of businesses are more worried about a talent shortage than they
were last year (Spherion)
62% can't afford to meet new salary increase demands even though
they think it's right to do so (Spherion)
48% of millennials have been in their current job five years or longer
(Clark University)
41% of millennials expect to be in their current job for two years or less
(compared to 17% of Gen X and 10% of Boomers) (Job Applicator
Center)
51% of Millennials are planning to leave their company in the next two
years, compared to 37% of GenX and 25% of Boomers (Lightspeed)
44% of Millennials say, if given the choice, they expect to leave their
current employers in the next two years (Deloitte)
50% of Millennials (compared with 60% of non-millennials) strongly
agree that they plan to be working at their company one year from now
(Gallup)
42% of millennials expect to change jobs at least every 1-3 years
(Jobvite)
 44% of millennial leaders say they intend to stay at their same company
for more than 15 years; 29% of non-millennial leaders said the same
thing (The Conference Board)
26% of employees are liable to look for a new job during the next 12
months (up from 18% in 2015) (Spherion)
Industries with highest turnover in 2014: Hospitality (20.2%), Banking &
Finance (13.3%), Healthcare (13%), Insurance (11.2%) (Compensation
Force)
The industries with the highest employee engagement are heavy
manufacturing and financial services (Modern Survey)
The industries with most disengaged workers at hospitality, government
and light manufacturing (Modern Survey)
71% of full-time state and local government workers are unhappy or
disengaged with their jobs (Gallup)
Companies that increase their number of talented managers and double
the rate of engaged employees achieve, on average, 147% higher
earnings per share than their competition (Gallup)
The average employee tenure is eight years, the annual turnover rate is
19% and the involuntary turnover rate is 8% (SHRM)
45% of employees reported that they would be likely or very likely to
look for other jobs outside their current organization within the next
year (SHRM)
45% of employees plan to stay at their jobs for at least another year
(MetLife)
50% of employees say that are planning to stay at their current
company for two years or less (Execu-Search)
27% of employees change jobs each year, 17% are actively job-hunting
and 46% are passively looking (ADP)
1 in 3 workers will change jobs in the next 6 months (Saba Software)
 59% of US workers are likely to leave their jobs for new opportunities
(Adobe)
50% of employees who say they love their current jobs would still leave
for a new opportunity if given the chance (Adobe)
For every additional 10 months an employee stagnates in a job role,
they are 1% more likely to leave the company (Glassdoor)
47% of Americans would leave for their ideal job even if it meant less
pay (Adobe)
50% of referred employees stayed in their positions five years on
average (SilkRoad)
50% of Millennial employees rarely think about leaving their
organization to work somewhere else, compared to 54% of Gen Xers
and 63% of Baby Boomers (Modern Survey)
Each year the average company loses 20-50% of its employee base (Bain
& Company) (Commonly cited statistic, source link unfound)
47% of workers report that they have had to replace more than 20% of
their workforce during the past 12 months (Spherion)
State with the highest employee engagement: Alabama (37% of
workforce); West Virginia is the lowest (21% of workforce actively
disengaged) (Gallup)
Cities with highest percentage of engaged workers: San Antonio
(38.1%), Oklahoma City (37.6%), Riverside, Cali. (36.8%) and Tulsa
(36.3%) (Gallup)
Cities with lowest percentage of engaged employees: Buffalo (23.5%),
San Jose (24.7%), Minneapolis (24.9%), DC (25.9%) (Gallup)
33% of senior leaders believe employee loyalty has a direct relationship
to profits (American Management Association)
Customer retention rates are 18% higher on average when employees
are highly engaged (Cvent)
 32% of US workers were engaged with their employers in 2015, up from
31.5% in 2014 (Gallup)
16% of workers in the US are fully engaged" (Modern Survey)
Only 13% of employees are engaged worldwide (Gallup)
23% of employees are "Disengaged" (Modern Survey)
The attrition rate of disengaged employees is 12x higher than highly
engaged employees over the period of a year (Glint)
21% of sales employees are Fully Engaged compared with only 13% of
non-sales employees (Modern Survey)
The number of highly and moderately engaged employees in the U.S.
increased from 55% last year to 57% this year (Temkin Group)
88% of business plan to improve employee engagement in 2017 (Virgin
Pulse)
Only 1 in 150 employees who say their organization does not have a set
of values are fully engaged (Modern Survey)
16% of employees said they felt connected and engaged by employers
(EmployeeChannel)
35% of female employees are engaged compared to 29% of men
(Gallup)
41% of women managers are engaged compared to 35% of male
managers (Gallup)
63% of young females agree that employees should stay in their first job
between 2-3 years, compared to 54% of males (Adecco)
58% of women without young children would rather work outside the
home (Gallup)
30% of employees who work from home are engaged (Gallup)
47% of employees report feeling very loyal to their company (Metlife)
 87% of employees say theyre highly committed to their
organization (ReportLinker)
40% of millennials say they are somewhat committed to their
employer (ReportLinker)
66% of older employees say they are highly committed (ReportLinker)
35% of employees have changed jobs within the past three years; 91%
of these left their company to do so (Gallup)
54% of Americans say now is a "good time" to find a quality job (Gallup)
37% of engaged employees are looking for jobs or watching for
opportunities, as are 56% of not engaged and 73% of actively
disengaged employees (Gallup)
51% of U.S. workers overall (60% of millennials) are considering new
employment opportunities (Gallup)
The average American worker spends 15 months in one role (Glassdoor)
21% of millennials say they've changed jobs within the past year, more
than 3x the number of non-millennials (Gallup)
93% of millennials left their company the last time they changed roles
(Gallup)
40% of companies are reporting loss of personnel as a top concern
(SHRM)
20% of employers have replaced nearly half of their staff in the last 12
months (Spherion)
78% of HR leaders are more concerned about the talent shortage today
than they were a year ago (Spherion)
68% of the human resource professionals say last year they experienced
recruiting difficulty and skill shortages for certain types of jobs (SHRM)
83% of employers believe attracting and retaining talent is a growing
challenge (Allegis Group)
 The top three challenges faced by HR organizations today are turnover,
employee engagement, and succession planning (SHRM)
67% of decision-makers say theyre more concerned about turnover at
their organizations now than they were 12 months ago (Randstad)
53% of HR pros say that the highest priority in the coming year is to
retain top talent (Xerox)
87% of human resource leaders say improved retention is a high /
critical priority (Kronos)
24% of CHROs say engaging and retaining employees is their biggest
struggle (Korn Ferry)
34% of companies focus on developing and retaining current employees
(American Management Association)
90% of executives said keeping new hires is an issue in their
organizations (Korn Ferry)
46% of HR pros say retention is their greatest concern, followed by
employee engagement at 36% (SHRM)
46% of HR pros list retention as their top challenge (Globoforce)
24% of US businesses employing hourly workers say employee retention
is their top problem (Deputy)
36% of businesses see engagement as a top challenge (Globoforce)
75% of companies agree it takes more time this year than last year to
find the right talent to fill positions (Randstad)
24% of workers say their employers are putting in less effort to retain
them; 15% say they are putting in more effort (Spherion)
80% of HR pros say that employee engagement is an important area of
focus for their organization (Temkin Group)
 49% of HR leaders named retention and leadership development
programs as the top priority among talent management goals (Saba
Software)
55% of Millennials cite leadership opportunities as a key consideration
(Impraise)
16% of HR leaders say a lack of budget is the primary obstacle to
improving employee retention in the next 12 months (Kronos)
14% of HR leaders say lack of executive support is an additional obstacle
to improving retention in 2017; 13% cite a lack of organizational
vision (Kronos)
15% of HR leaders say a lack of funding is the biggest challenge to
improving employee engagement (Kronos)

Belief in senior leadership is the strongest engagement driver, growth &

development is the second (Modern Survey)
60% of HR leaders believe that their companies provide employees with
a clear career path; just 36% of employees agree (Saba Software)
33% of employers who have raised educational requirements have seen
a positive effect on employee retention (CareerBuilder)
59% of employees say they can "grow and develop" at their
organization (Modern Survey)
27% of workers strongly agree that the feedback they currently receive
helps them do their work better (Gallup)
31% of workers feel engaged in their work following a mostly negative
evaluation (Gallup)
Employees who are supervised by highly engaged managers are 59%
more likely to be engaged (Gallup)
Engagement plummets to 2% among teams with managers who ignore
their employees, compared 61% for teams led by managers who focus
on strengths (Gallup)
 68% of employees say their managers aren't actively engaged in their
career development (Right Management)
Teams led by managers who focus on their weaknesses are 26% less
likely to be engaged (Gallup)
Employees who believe that only obedience, predictability, deference to
authority and competition with peers are valued are 32% less likely to be
engaged, motivated and committed (Vitalsmarts)
21% of employees strongly agree that their performance is managed in
a way that motivates them to do outstanding work (Gallup)
67% of employees who strongly agree that their manager focuses on
their strengths or positive characteristics are engaged (Gallup)
People who use their strengths every day are six times more likely to be
engaged at work, 8% more productive and 15% less likely to quit their
jobs (Gallup)
Employees who believe their managers can name their strengths are
71% more likely to feel engaged and energized (The VIA Institute on
Character)
76% of employees who do not feel valued are looking for other job
opportunities (Lifeworks)
44% of Millennials say they would be more loyal to their organization if
their CEO took a public position on a hotly debated issue; 19% say they
would be less loyal if their CEO spoke out (Weber Shandwick)
16% of Gen Xers and 18% of Boomers would be more loyal if their CEO
spoke out about a hotly debated issue; 18% and 20%, respectively,
would be less loyal (Weber Shandwick)
33% would change to more empathetic employers for equal pay, and
20% would switch companies for less pay (Businessolver)
92% of employees say showing empathy is an important way to advance
employee retention (Businessolver)
 66% of employees agree employers should express empathy through
benefit packages, rather than corporate social responsibility (CSR)
programs (Businessolver)
Highly engaged business units result in 21% greater profitability (Gallup)
Highly engaged business units realize a 41% reduction in absenteeism
and a 17% increase in productivity (Gallup)
Highly engaged business units achieve a 10% increase in customer
ratings and a 20% increase in sales (Gallup)
Teams that address engagement needs in their everyday work
outperform bottom teams by an average 20% in sales and 10% in
customer engagement (Gallup)
Business units with high employee engagement have 28% less internal
theft and 21% higher productivity (Gallup)
Highly engaged employees are:
o 2.5 times more likely to stay at work late if something needs to be
done after the normal workday ends
o more than twice as likely to help someone at work even if they
dont ask for help
o more than three times as likely to do something good for the
company that is not expected of them
o 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:
o 42% more likely to evaluate their overall lives highly
o 27% more likely to report "excellent" performance in their own job
at work
o 27% more likely to report "excellent" performance by their
organization
 o 45% more likely to report high levels of adaptability in the
presence of change
o 37% more likely to report always recovering "fully" after illness,
injury or hardship
o 59% less likely to look for a job with a different organization in the
next 12 months
o 18% less likely to change employers in a 12-month period
o 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 $236.20an 85% increase (Gallup)
8% of global employees are actively disengaged and intend to stay at
their organization (Aon Hewitt)
 Workers in the top 1% in terms of productivity add about $5,000 to
profit per year, while a toxic worker costs about $12,000 per year
(Harvard)
Disengaged employees cost organizations between $450 and $550
billion annually (The Engagement Institute)
91% of highly engaged employees always or almost always try their
hardest at work, compared with 67% of disengaged employees (Temkin
Group)
92% of employees said that they are at least somewhat happy
(Spherion)
Companies highest performing employees have three things in
common: talent, engagement, and 10+ years of service (Gallup)
21% of employees who have been with one company for 10+ years are
disengaged, more than any other tenure period (Gallup)
33% of workers who have been with a company less than three years are
engaged, compared with 29% of those who have been with a company
3-9 years and 30% of those who have been with a company for over
10 (Gallup)
Companies with engaged employees see 233% greater customer loyalty
and a 26% greater annual increase in revenue (Aberdeen)
55% of organizations have an explicit employee engagement strategy
(Edelman)
Among those that do have a strategy, 86% of senior leaders are familiar
with it, along with only 65% of managers and 38% of employees
(Edelman)
35% of employees say their top motivations for changing jobs are the
desire for work/life balance and higher compensation; 25% say
it's different work culture and wanting more challenging assignments
(Right Management)
 Millennials who feel they're at a great workplace are 25 times more
likely to plan a long-term future at that workplace (Great Place to Work)
22% of people have changed jobs due to work/life balance
issues (Staples)
Millennials (29%) report that higher salary is the biggest contributor to
their loyalty, compared to 20% of the broader workforce (Staples)
38% of employees cite work responsibilities and 30% cite work/life
balance as leading contributors to their loyalty (Staples)
Senior executives are 50% more likely than individual contributors to be
highly or moderately engaged (Temkin Group)
28% of employees have considered leaving their employer and moving
to a competitor within the last 12 months (Mercer)
69% of fathers said a new child would likely lead them to consider a job
change (Bright Horizons)
35% of employees report they will look for a new job if they do not
receive a pay raise in the next 12 months (Glassdoor)
52% of U.S. workers said they are open to new job opportunities (Aon
Hewitt)
69% of employees are open to other opportunities or already seeking
their next job (Rapt Media)
50% of US workers are constantly looking for the next job opportunity
(ManpowerGroup Solutions)
44% of US employees are actively looking for a new job (Aon Hewitt)
63% of full-time employees are actively looking for a new job (ICIMS)
42% of employees earning $75,000 or more intend to quit in the next 6
months (meQuilibrium)
 26% of U.S. employees say they will look for a new job within the next
12 months, 15% are already actively looking for a new job (Dale
Carnegie Training)
83% of full-time employees would consider leaving their current
company (ICIMS)
39% of job seekers say it's harder to find a job now than the year before
(Jobvite)
51% of students say it is a good time to find a quality job (Gallup)
49% of workers agree that their ability to find a new job has increased
significantly over last year (Spherion)
51% of Americans say now is a good time to find a good job in their
local area (Gallup)
51% of employees feel the expanding job market gives them more
power to negotiate a higher salary, either with their current company or
with another (Spherion)
44% of job seekers are optimistic that they'll be able to find a job that
suits their skills and qualifications (Jobvite)
63% of US workers say they likely would find a new job just as good as
their current one if laid off (Gallup)
48% of employees are confident they can find a job that matches their
compensation level within six months of starting to hunt (Glassdoor)
37% of employees have searched for jobs while at their current job
(Jobvite)
10% of employees think theyre not being paid what theyre worth so
much that theyll quit their job (BambooHR)
33% of leaders at organizations with 100+ employees are currently
looking for a job at another organization (Modern Survey)
44% of employees say they would consider taking a job with a different
company for a raise of 20% or less (Gallup)
 Just 37% of engaged employees would consider leaving for a 20% raise
or less, compared to 54% of actively disengaged employees (Gallup)
46% of employees would consider a job that matched their current
salary or even paid less (ADP)
50% of millennials say they would consider taking a job with a different
company for a raise of 20% or less (Gallup)
90% of millennials would choose to stay in a job for the next 10 years if
they knew they'd get annual raises and upward career mobility
(Qualtrics)
Engaged Millennials are 26% less likely than millennials who aren't
engaged to say they would consider taking a job with a different
company for a raise of 20% or less (Gallup)
55% of managers and employees are either actively looking for a
different job than the one they have now or watching for job
opportunities (Gallup)
27% of companies say theyve witnessed an increase in executives being
lured away by other organizations (Hunt Scanlon)
34% of leaders are either actively looking for a different job than the
one they have now or watching for job opportunities (Gallup)
51% of employees are considering a new job (Gallup)
34% of all employees are currently looking for work at another
organization (Modern Survey)
47% of employees are likely to look for a new job in the next year; 31%
are extremely or very likely (Aflac)
42% of Millennials are looking for jobs with other companies, along with
38% of Gen X and 22% of Boomers (Modern Survey)
60% of Millennials are open to a different job opportunity (15
percentage points higher than the percentage of non-
millennials) (Gallup)
 36% of Millennials report that they will look for a job with a different
organization in the next 12 months if the job market improves,
compared with 21% of non-millennials (Gallup)
Engaged millennials are 64% less likely to say they will switch jobs if the
job market improves in the next 12 months (Gallup)
22% of employees who are not getting promoted look to other
companies for opportunities to advance their careers (BambooHR)
27% of US workers plan to seek new employment in the next year
(American Psychological Association)
49% of Americans plan to spend six years or more at their current
company (Finn Futures)
56% of executives say promoting loyalty is "not a major focus, but
valued nevertheless" (American Management Association)
24% of executives say promoting employee loyalty was "never valued
nor a major focus" (American Management Association)
58% of employers who hire independent contractors agree that non-
employee contingent workers are not as loyal (Burson Marsteller)
39% of employees say theyll 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 dont know or are unsure of what their employers
core values are (Eagle Hill Consulting)
80% of employees felt more engaged when their work was consistent
with the core values and mission of their organisation (IBM)
 71% of millennials who strongly agree that they know what their
organization stands for and what makes it different from its competitors
say they plan to be with their company for at least one year (Gallup)
85% of employees said they were likely to stay longer with an employer
that showed a high level of social responsibility (Ultimate Software)
19% of executives said new hires, especially millennials, leave because
they dont like their organizations culture (Korn Ferry)
98% of HR professionals and 92% of employees surveyed said
empathetic employers drive retention (Businessolver)
78% said they would remain longer with their employer if they saw a
career path with the current organization (Mercer)
41% of employees said they would need to leave their current employer
in order to advance their careers (Towers Watson)
55% of American employees (76% of Millennials), expect to change
careers not just jobs at some point (Cornerstone)
42% of employees say they expect to have three or more careers in their
lifetimes (Cornerstone)
67% of America's workforce who plan to change careers expect to do so
within the next four years (Cornerstone)
8% of employees say it is "very" or "fairly" likely they will be laid off this
year, down from 15% in 2016 (Gallup)
64% of Millennials consider themselves lucky to even have a job (CBRE)
89% of employees would consider a lateral move within their company,
but only 27% of them would consider a lateral move to work for a
different company (Cornerstone)
66% of employees will first look to see if there is an interesting and
open position at their current company before looking
elsewhere (Cornerstone)
 38% of Gen X employees intend to stay at their current organization for
11+ years, compared to 23% for Millennials, 21% of Baby Boomers
(Modern Survey)
41% of employed workers over the age of 50 have spent two decades
with the same company, including 18% who've stayed at least 30 years
(Associated Press)
25% of Millennials intend to stay at their organization for a year or less,
compared to 13% of Boomers and Gen X (Modern Survey)
More than 60% of Millennials said that they plan to stay in their jobs for
some time. However, over 25% admitted that they often thought about
quitting their jobs (Boston College)
Top reasons why Millennials consider leaving their jobs: to make more
money, to move forward in their careers, to pursue work that is more
aligned with their passions, and to have more flexibility/better work-life
balance (Boston College)
82% of employees say they would be more loyal to their employers if
they had flexible work options (Flexjobs)
79% of employees with flexibility indicated that they were more happy
at work (IBM)
59% of Millennials say flexibility will improve productivity, 49% say itll
improve their happiness (Staples)
Only 26% of Millennials feel like job hopping is the best way to
advance their careers (Boston College)
Replacing a lost employee costs 150% of that persons 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 employees annual salary to
replace that worker (Center for American Progress)
Total cost of replacing an employee estimated to be between 90% to
200% of his/her annual salary (SHRM)
50% of organizations report difficulty recruiting for full-time, regular
positions over the past 12 months (SHRM)
30% of companies lost 15% or more of their millennial employees in the
past year (Millennial Branding/Beyond.com)
32% of employers said they have come to expect workers to job-hop
(CareerBuilder)
52% of companies report their employees are less loyal than five years
ago (American Management Association)
47% of Gen X would leave their current job for another offering more
money and a more innovative environment (compared to only 42% of
Millennials) (IBM)
57% of Millennials believe corporate loyalty is dead (Elance/Odesk)
Millennials are roughly two times more likely to leave a job after two
years, 1.5 times more likely after five years and half as likely to stay after
10 years, compared to Generation X and Baby Boomer respondents
(Nielsen)
43% of Millennials intend to switch jobs in 2015 (Aon Hewitt)
82% of Millennials say they are loyal to their employers (but only 1% of
HR professionals describe Millennials as loyal to their employers)
(Beyond.com)
83% of Millennials say they would prefer to work for one company for a
long time (EdAssist)
 68% of Millennials say the longest they would stay at a job they like is at
least three years (Qualtrics)
51% of Millennials imagine they will stay at their current job for four
years or longer, if not until they retire (EdAssist)
53% of CFOs say millennials are less loyal to the company (Duke/CFO)
25% of Millennials say their top career goal is to "Make a positive impact
on my organization" (compared to 21% of GenX and 23% of Baby
Boomers) (IBM)
52% of millennials say opportunities for career progression is the most
desirable quality in a workplace, competitive wages and financial
incentives (44%), good training and development programs (35%)
(PWC)
35% of employers trained low-skill workers and hired them for high-skill
jobs in 2015, 33% plan to do the same this year (CareerBuilder)
85% of new professionals/soon to be college graduates said employee
treatment and welfare were what they look for in future employers
(Nielsen)
91% of Millennials dont intend to stick with their job for more than
three years (Future Workplace)
Half of all working Millennials believe switching jobs helps you climb
the corporate ladder faster" (MTV)
Only one in four Millennials have had more than four jobs in the last 10
years (Clark University)
Millennials plan to work for five different companies in their lifetimes
(Millennial Branding/Randstad)
Millennials are no more likely than non-millennials to leave their jobs in
the next six months (Oxford Economics)
52% of Millennials think employee loyalty is overrated (Elance/Odesk)
 58% of Millennials plan to leave their jobs in three years or less
(Elance/Odesk)
53% of hiring managers say it's difficult to find & retain Millennial
employees (Elance/Odesk)
56% of employers reported difficulty retaining high-potential employees
and top performers (54%) (Towers Watson)
32% of companies struggle to retain top talent (CareerBuilder)
45% of HR professionals say it is easy/extremely easy to retain older
workers (SHRM)
Among HR professionals who claim difficulty in retaining older workers,
47% cite work location inflexibility as the biggest challenge, 45% cite
career inflexibility, 44% cite work hours inflexibility (SHRM)
4% of organizations have a strategy for retaining older workers (SHRM)
40% of employees planning to work past 70 feel they are stuck in their
jobs, compared with just a quarter of those who expect to retire at 65
(28%) or before 65 (27%) (Willis Towers Watson)
75% of Americans expect to work as long as possible (Bankrate)
81% of executives believe that Boomers will retire at least five years later
than they had planned prior to the recession (Korn Ferry)
87% of companies said it cost $15,000 to $25,000 to replace a departed
millennial employee (Millennial Branding/Beyond.com)
24% of Americans feel more secure in their jobs than they did one year
ago versus 17% who feel less secure (BankRate)
50% of US adults have left their job to get away from their manager
(Gallup)
93% of US adults say they left their employer in order to change roles
(Gallup)
 65% of employees left jobs in 2015 because they wanted more money
(Payscale)
70% of people are satisfied with their jobs (American Psychological
Association)
Employees who work for "dream companies" are 11x more likely to stay
at their company than those in dream jobs, have 41% more satisfaction,
and are 3.5x more likely to say that their job inspires them (Bright
Horizons)
51% of employees who dont feel they have the support of leadership
plan to leave their job in the next year, compared to 25% of those who
do have leadership support (American Psychological Association)
In companies where both leaders and managers are perceived by
employees as effective, 72% of employees are highly engaged (Towers
Watson)
80% of those dissatisfied with their managers are also disengaged from
their employers (Dale Carnegie)
Managers account for at least 70% of variance in employee engagement
scores (Gallup)
70% of employees who lack confidence in senior leadership are not
engaged with their employer (Dale Carnegie)
Just 35% of U.S. managers are engaged, while 51% are not engaged
(Gallup)
42% of managers are currently looking for jobs with other organizations
(Modern Survey)
Disengaged managers cost the U.S. $77 billion to $96 billion annually
(Gallup)
54% of employees who feel they can approach their manager with any
type of question are highly engaged (Gallup)
 59% of millennial employees who strongly agree that they can talk with
their manager about "non-work-related issues" are engaged at work
(Gallup)
75% of employees would stay longer at an organization that listens to
and addresses their concerns (Ultimate Software)
65% of employees who don't feel they can approach their manager with
any type of question are actively disengaged (Gallup)
Among employees who strongly agree with the statement, "My
manager helps me set work priorities," 38% are engaged. Among
employees who disagree, only 4% are engaged (Gallup)
Among employees who strongly agree with the statement, "My
manager holds me accountable for my performance," 28% are engaged.
Among employees who disagree, only 6% are engaged (Gallup)
Among employees who strongly agree that their manager helps them
set performance goals, 69% are engaged (Gallup)
40% of union employees trust their senior management, 48% of non-
union employees (Modern Survey)
40% of employees choose to leave a job because of a "lack of
advancement/opportunity" (Express Employment Professionals)
77% of employees in companies that have significantly better financial
performance than their peers are highly or moderately engaged,
compared with only 49% of employees in companies with lagging
financial performance (Temkin Group)
Companies that outpace their competitors in CX have 50% more
engaged employees than those with CX that lags their peers (Temkin
Group)
By the age of 35, 25% of workers have held five jobs or more. For
workers ages 55 and older, 20% have held ten jobs or more
(CareerBuilder)
 42% of employees said their employer does a good job of retaining
talented employees (Towers Watson)
Only 20% are able to focus on one task at a time at work, but those who
can are 50% more engaged (The Energy Project)
54% of employees who are proud of their employer's contributions to
society are engaged (Dale Carnegie)
86% of C-suite leaders and 76% of senior management say corporate
America is headed in the right direction, compared to 54% of staff-level
employees (Addison Group)
61% of employees say it is important for them to work at an
organization that is socially responsible (Modern Survey)
35% of workers say an eco-friendly workplace is important to consider
when looking at a new job, compared to over 50% of Millennials
(Staples)
90% of millennials said they consider a company's sustainability
important, compared to 84% of GenX and 77% of Boomers (Lightspeed)
81% of millennials expect companies to publicly pledge to be good
corporate citizens (Horizon Media)
63% of workers prioritize sustainability when considering employment
(Staples)
86% of new professionals/soon to be college graduates say its
important that the company they work for behaves in a socially
responsible way (Nielsen)
83% of executives say they will be increasing the use of contingent,
intermittent or consultant employees (Oxford Economics)
25% of IT employees plan to change jobs this year, up from 15% last
year (CareerBuilder)
 When asked the question, "Is job hopping losing its stigma?" 57% of
Milennials say yes, compared to 38% of GenX, and 22% of Boomers
(Accountemps)
25% of Millennials believe that staying at a job for seven months
indicates they're loyal; Boomers believe that number is five years
(Ultimate Software)
33% of employees knew whether they would stay at their company
long-term after being on the job for one week or less; 63% knew within
the first month (Ultimate Software)
When companies select the top 20% most talented candidates for a role,
they frequently realize a 10% increase in productivity, 20% increase in
sales, 30% increase in profitability, 10% decrease in turnover and a 25%
decrease in unscheduled absences (Gallup)
Employees who get the opportunity to continually develop are twice as
likely to say they will spend their career with their company (Gallup)
53% of Millennials say learning new things or having access to
professional development opportunities would make them stay at their
job (EdAssist)
Career satisfaction and work-life balance are the top reasons American
employees stay at their current jobs (38% combined) (Cornerstone)
Top reasons given by employees for leaving their jobs: career
development (22%), work-life balance (12%), managers' behavior (11%),
compensation and benefits (9%) and wellbeing (9%) (Work Institute)
29% of American employees resign due to work overload and lack of
healthy work-life balance (Cornerstone)
53% of Millennials say a healthy work-life balance would make them
stay at their job (EdAssist)
35% of workers are extremely or very satisfied with their ability to
maintain work/life balance (Spherion)
 Only about 20% of Millennials want to advance if it means spending less
time with their families / personal lives (Boston College)
Employees whose managers hold regular meetings with them are
almost three times as likely to be engaged (Gallup)
IT pros say they receive 32 job solicitations per week (CareerBuilder)
80% of IT pros are open to hearing about a new job (TEKsystems)
It takes 4.5 weeks to fill a staff-level IT job (Robert Half)
65% of IT pros stay in their jobs due to happiness at work, 19%
cite convenience and 13% money (AlienVault)
37% of IT professionals plan to look for a new job in 2017 and 26%
expect to accept a job offer (Spiceworks)
69% IT professionals plan to look for a new job in 2017 to advance their
career; 64% for a more competitive salary; 40% for a company that
prioritizes IT (Spiceworks)
32% of young women only keep their existing jobs just to pay off
college debt (1000 Dreams Fund)
88% of HR pros have confidence in finding a new job (SHRM)
19% of HR pros admit to looking for a new job (SHRM)
42% of HR job seekers say salary is a key driver; 37% cite career
advancement opportunities (SHRM)
Eight in 10 U.S. adults who are open to a new job or who are actively
seeking a job say that they are at least somewhat more likely to apply at
an organization that has recently won a great workplace award (Gallup)
62% believe their job prospects will be good/excellent in the next 12
months (Nielsen)
Happiest workforces: Starbucks, Ace Hardware, Ikea, Apple and Barnes
& Noble (CareerBliss)
98% of HR pros are open to hiring former employees (Accountemps)
 62% of employers said that they would extend a counter offer in order
to keep their best employees (Execu-Search)
55% of employees said that they would reject a counter offer from their
current employer (Execu-Search)
60% of employers believe employees often hear about new job
openings within the company, only about 30% of employees say they
actually do (ADP)
76% of employers are now more accepting of hiring boomerang
employees or employees who have previously worked for the
employer (Workplace Trends)
85% of employers said they received an application from a boomerang
employee in the past five years (Workplace Trends)
29% American workers say they have boomeranged at least once in
their career, and 41% say they would consider going back to a former
workplace (Spherion)
52%) of employees said their company currently employs at least one
boomerang worker (Spherion)
37% of employees believe their company favors hiring boomerang
employees to save money on recruitment and training, while also
minimizing risk (Spherion)
33% of employees say the ability to collaborate makes them more
loyal (The Economist)
Employers rated by employees as pioneers in supporting mobile
technology saw better productivity (16%), creativity (18%), satisfaction
(23%) and loyalty (21%) (The Economist)
85% of employees who feel their companys 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
theyre 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 theyd stay with a company for at least five years
if their employer helped pay down their student loans (American
Student Assistance)
60% of CFOs report that their workers are more engaged on the job
compared to three years ago; 52% of CFOs believe this number is
insufficient (Robert Half)
45% of employees would feel more engaged with their job if their
employer helped them better understand the impact of taxes and
deductions (Kronos)
53% of HR professionals say employee engagement rises when
onboarding is improved (SilkRoad)
28% of new hires are willing to quit their new jobs if they dont find it
satisfactory in the first 90 days (Robert Half)
New hires who reported a poor onboarding experience are 8x more
likely to be disengaged in their work and 11x less likely to recommend
their employer as a good place to work after their first three months
(Glint)
98% of executives say onboarding programs are a key factor in retention
efforts (Korn Ferry)
80% of HR leaders think their organizations will be affected by scarcity
of talent this year (Randstad)
 51% of employers say that using benefits to retain employees will
become even more important in the next 3 to 5 years (MetLife)
56% of employees say additional PTO would make them more loyal to
an organization (Fierce)
59% of small business employees say that what they respect most about
their employer is that they provide a pleasant work environment (Aflac)
75% of small business employees are very or extremely happy working
for a small employer (Aflac)
89% of employees age 71 and older say they are very or extremely
happy working for a small employer, compared with 70% of workers
ages 18 to 36 (Aflac)
Top five reasons employees say they like working for small businesses:
flexible scheduling (27%), seeing the fruits of their labor (23%), feeling
their input matters (17%), being rewarded for hard work (14%) and
getting noticed by people who matter (9%) (Aflac)
86% of small business employees say they know how their job fits into
their employers long-term plans (Aflac)
26% of small-business employees would jump ship to a larger company
if it meant better benefits offerings (Aflac)
72% of employees say that having the ability to customize their benefits
would increase their loyalty to their current employer (MetLife)
76% of millennials reported that benefits customization is important for
increasing their loyalty, compared to 67% of baby boomers (MetLife)
62% of employees under 50 wouldn't consider working for a company
that didn't offer voluntary benefits (BenefitsPro)
59% of employees say that health and wellness benefits are important
for increasing loyalty to their employer (MetLife)
53% of employees said that financial planning programs are important
for increasing loyalty (MetLife)
 42% of employed cancer patients and survivors feel they need to stay at
their current workplace because they need health insurance (Cancer and
Careers)
27% of companies conduct "stay interviews" to reduce turnover, 24%
plan to implement them (Challenger, Gray & Christmas)
63% of survey respondents say a pet-friendly office would make them
more keen on a new job (Purina)
91% of employees say implementing pet-friendly policies would
increase company loyalty (Banfield)
59% of academic institutions are having a hard time retaining top
faculty; 69% are having a hard time retaining staff (Ellucian)
47% of higher education institutions neither track nor measure
employee engagement (Ellucian)
39% of higher education institutions do not offer any form of employee
engagement opportunities (Ellucian)
58% of people with disabilities that are not visibly detectable say they
are happy going to work each day (Working Mother Research Institute)
17% of retail managers feel their employees are "very motivated and
engaged" (WorkJam)
47% of retail managers say at least 5% of their staff quit in an average
three-month period (WorkJam)
63% of retail managers believe reducing turnover by as little as one
associate per month could lift monthly revenues by at least 6%
(WorkJam)

Workplace Satisfaction Statistics

 88% of U.S. employees reported overall satisfaction with their current
job in 2015, marking the highest level of satisfaction over the last
decade (SHRM)
10% of employees rate their employee experience a 10 out of 10
(YouEarnedIt)
70% of American employees say they love their jobs (Adobe)
77% of US employees say theyre satisfied with their workplace, ranking
third in the world (EdenRed)
40% of Millennials have high job satisfaction (Deloitte)
80% of Americans would continue working even after winning the
lottery; 51% would continue working at their current job (Adobe)
In a ranking of 35 countries, Colombia ranks highest for job happiness
globally while Japan ranks last (Indeed)
Cities with the happiest workers: Los Angeles, Miami, San Diego
(Indeed)
Cities with the lowest level of job satisfaction: Denver, Indianapolis,
Louisville (Indeed)
Job satisfaction contributors employee cited as very important:
Respectful treatment of all employees at all levels (67%), Compensation
(63%), Benefits (60%), Job security (58%), Trust between employees and
senior management (55%) (SHRM)
Millennials' top job satisfaction contributors: Respectful treatment (66%),
compensation (65%), benefits (61%), job security (58%) (SHRM)
Traits Millennials look for in employers: Treat employees fairly (73.1%),
corporate social responsibility (46.6%), brand image (39.5%), prestige
(30.5%) (NSHSS)
Work atmosphere traits Millennials seek in employers: work/life balance
(69.2%), friendly coworkers (57.3%), friendly to people of all
backgrounds (55.3%) (NSHSS)
 54% of high performing employees say their workspaces are too
distracting (Hacker Noon)
51% of employees say the open-office mode has not brought significant
improvement in the quality of their work (Teem)
60% of workers say work-related pressure has increased in the last five
years (Accountemps)
64% of Millennials say theyre overwhelmed at work compared with 59%
of professionals age 35 to 54 and 35% of workers ages 55+
(Accountemps)
Top sources of workplace stress: Heavy workload/looming deadlines
(33%), Unrealistic expectations of managers (22%), Attaining work-life
balance (22%), Coworker conflicts (15%) (Accountemps)
Top workplace stressors: deadlines (30%), physical risk (17%),
competitiveness (10%) (CareerCast)
80% of employees say their greatest source of stress is not spending as
much time at home (Paychex)
82% of employees said their jobs fall on the more stressful end
(CareerCast)
92% of employers say their workforce is stressed (IFEBP)
47% of employees report that stress causes them performance issues at
work (ARAG)
21% of workers report checking email outside of normal working hours
and reviewing and responding to it the same way they would during
normal working hours (Gallup)
11% of workers say the amount of emails they have to respond to
during personal time is unreasonable (Gallup)
35% of workers feel burned out (Kimble Applications)
33% of employees say they must work long hours to get work done and
stay ahead of their workload (Kimble Applications)
 74% of employees 30 years old or older say lack of sleep affects their
performance (Humana)
69% of Millennials say the people whom they work with would enable
their best work (Millennial Branding/Randstad)
Top employer attributes that jobseekers value most: salary and
employee benefits, long-term job security, pleasant working atmosphere
(Randstad)
68% of U.S. full-time employees are suffering from work overload
(Cornerstone)
59% of North America Millennials define work/life balance as flexible
work hours (Universum)
45% of employees say their top definition of workplace success is
enjoyment/happiness (Right Management)
63% of employees believe their organization is headed in the right
direction (Modern Survey)
33% of American employees are satisfied or very satisfied with their jobs
(Oxford Economics)
67% of employees say they love or have no major complaints about
their company (Virgin Pulse)
51% of U.S. workers say they "often recommend their organization as a
great place to work." (Modern Survey)
72% of employed Americans are "completely satisfied" with their
relations with their coworkers (Gallup)
70% of employed Americans are "completely satisfied" with the physical
safety conditions of their workplace (Gallup)
33% of employed Americans are "completely satisfied" with the amount
of money they earn (Gallup)
51% of recent grads feel like they're underemployed (Accenture)
 57% of employed Americans are "completely satisfied" with their job
security (Gallup)
54% of employed Americans are "completely satisfied" with their boss or
immediate supervisor (Gallup)
53% of employed Americans are "completely satisfied" with the amount
of work that is required of them (Gallup)
22% of senior decision-makers dont think that regular recognition and
thanking employees at work has a big influence on staff retention; 70%
of employees say that motivation and morale would improve
massively with managers saying thank you more (Reward Gateway)
80% of companies believe their recognition programs are at least
moderately effective in driving employee engagement, and 22% say
their programs are very effective (Maritz Motivation)
45% of employed Americans are "completely satisfied" with the
recognition they receive at work for their accomplishments (Gallup)
Percentage of generations who would "often recommend their
organization as a great place to work": 59% of Millennials, 51% GenX,
47% Boomers (Modern Survey)
70% of U.S. employees are proud to work for their organization (Modern
Survey)
29% of employees feel valued in their jobs (Bureau of Labor Statistics)
Only 10% of employees define career success as high performance and
productivity (Right Management)
One-third of U.S. employees give their companies high marks on career
performance, learning management, and succession planning (ADP)
More than 80% of Millennials say they're willing to put in a great deal of
effort beyond that normally expected in order to help their
organization be successful (Boston College)
 85% of Millennials agree that they're treated with respect at work
(Boston College)
54% of workers say they like the people they work with (CareerBuilder)
37% of employees say working with a great team is their primary
reason for staying (Gusto)
54% of employees say a strong sense of community (great coworkers,
celebrating milestones, a common mission) kept them at a company
longer than was in their best interest (Gusto)
78% of Millennials see workplace quality as important when choosing an
employer (CBRE)
55% of employees have put off job hunting because they didnt want to
leave their co-workers (ICIMS)
Employees who say they have more supportive supervisors are 1.3 times
as likely to stay with the organization and are 67% more engaged (The
Energy Project)
In 2010, only 34% of employees said they would recommend working at
their company (Bain & Co)
77% of employees desire relocating to a different city, state or country
as a career move (Cornerstone)
15% of employees say their employer offers relocation
opportunities (Cornerstone)
84% of Millennials are willing to relocate for a job (Graebel)
82% of Millennials believe they will be required to relocate if they want
to advance their careers (Graebel)
80% of Millennials would be willing to take a pay cut if necessary to
relocate to a dream destination (Graebel)
According to employees, salary is more important to job satisfaction
(88%) than having a certain title (55%) (CareerBuilder)
 65% of full-time U.S. workers say they do not currently earn their desired
salary (CareerBuilder)
Dissatisfied employees cite concerns over salary (66%) and not feeling
valued (65%) most often as reasons for their dissatisfaction
(CareerBuilder)
40% of employees wish their employer cared more about their financial
well-being (Virgin Pulse)
61% of young employees have considered getting a second job to help
pay off their student loans (American Student Assistance)
67% of Millennials said their financial stress hinders their focus and
productivity at work, compared to 32% of Baby Boomers (Bank of
America)
37% of full-time employees think about or deal with financial issues
when theyre supposed to be working (Humana)
70% of human resource professionals believe personal financial
challenges had a large or some impact on employee performance
(Humana)
44% of employees believe that their employer cares about their
wellbeing (PwC)
86% of recruiters report having recently spoken with
underemployed/under-compensated employees (MRI Network)
60% of employees feel their relationship with their employer positively
impacts their focus or productivity at work (Virgin Pulse)
51% of employees are extremely concerned about job security (MetLife)
52% of employees believe they have a promising future at their
organization (Modern Survey)
78% of employees feel they are making a difference and appreciated
when managers focus on their strengths over their weaknesses (The VIA
Institute on Character)
 67% of employees are happier and more productive when managers
focus on the positive aspects of their performance (Gallup)
64% of employees believe they will be more successful at work by
building on their strengths than fixing their weaknesses (The VIA
Institute on Character)
65% of employees who report having had a meaningful discussion with
their manager about their strengths describe themselves as flourishing
at work (The VIA Institute on Character)
91% of workers say they feel motivated to do their best when they have
leadership support (American Psychological Association)
89% of workers with leadership support are more likely to recommend
company as a good place to work (American Psychological Association)
15% of employees strongly agree that the leadership of their
organization makes them enthusiastic about the future (Gallup)
45% of U.S. employees said their senior leaders create trust and
confidence (Willis Towers Watson)
81% of employees say their managers treat them respectfully, 75% said
managers give them assignments suited to their strengths and skills,
and 60% said their managers are clear about explaining assignments
and goals (Willis Towers Watson)
Employees who say their company provides equal opportunities are 3.8
times more likely to say they are proud to work for their company
(Salesforce.com)
56% of workers said managers make fair decisions, and 50% think
managers have sufficient time for handling the people-oriented aspects
of their jobs (Willis Towers Watson)
75% of employers ranked stress as their top health and productivity
concern (Willis Towers Watson)
61% of employees are burned out on the job (CareerBuilder)
 The top five stress symptoms causing missed work days are constant
fatigue (29%); sleeplessness (26%); aches and pains (24%); high anxiety
(23%) and weight gain (18%) (CareerBuilder)
Job-insecure individuals reported work loss days of greater than two
weeks, bed-ridden days of greater than two weeks, worsening of general
health and greater work-family life imbalance in the past 12 months
(Ball State University)
87% of employers reported that employees feel the most stress in
regard to their performance (Xerox)
50% of millennials, 40% of Gen X and 35% of boomers say burnout is
motivating them to consider changing jobs (Staples)
95% of human resource leaders admit employee burnout is sabotaging
workforce retention (Kronos)
Unfair compensation (41%), unreasonable workload (32%), and too
much overtime / after-hours work (32%) are the top three contributors
to employee burnout (Kronos)
25% of workers described their workplace as happy, fast-paced
(29%) and stressful (28%) (Spherion)
44% say their relationship with their employer positively impacts stress
levels (Virgin Pulse)
44% of working adults say that their current job affects their overall
health, but only 28% of that group believe the effect is positive
(Harvard)
60% of U.S. workers feel stressed all or most of the time at work
(Udemy)
64% of Millennials and Gen Z employees feel stressed all or most of the
time at work (Udemy)
52% of full-time employees in the U.S. feel more stressed today than
they did a year ago (Udemy)
 55% of workers undergoing current or recent change experience chronic
stress compared with 22% of workers undergoing no change (APA)
48% of workers say that investing more in professional development is
one of the highest-impact strategies to fight stress that their company
can do (Udemy)
58% of workers have turned to company-sponsored skills training to
deal with stress at work, 42% invest their own money in professional
development (Udemy)
16% of employees say that their current job has a negative impact on
their health (NPR)
One in five workers say they face a hostile or threatening environment at
work (Rand Corp)
52% of workers agree with the statement, our internal office culture
creates a lot of barriers to executing good ideas. (American Express)
55% of employees say they face "unpleasant and potentially hazardous"
conditions (Rand Corp)
56% of actively disengaged workers report they experienced a lot of
stress yesterday, compared with 32% of engaged workers (Gallup)
36% of workers are satisfied with the amount of on-the-job stress in
their jobs (Gallup)
The top sources of work stress are low salaries (according to 51%) and
lack of opportunity for growth and advancement (44%) (American
Psychological Association)
54% of employees are reporting high stress levels (Aon Hewitt)
37% of employees say their stress levels are higher than the previous
year (Aon Hewitt)
80% of employees report being stressed out by work (Nielsen)
64% of employees say their workplace and longer hours have
contributed to stress (Staples)
 33% of employees say they typically feel tense or stressed out during
the workday (American Psychological Association)
35% of employees report receiving sufficient resources from their
employers to help manage stress (American Psychological Association)
Biggest workplace stresses: low pay (13%), commute (13%), work load
(12%), coworkers (10%) (Nielsen)
29% of employees chose to leave jobs because of "low pay (Express
Employment Professionals)
65% of millennials said "they did not make enough money to cover
expenses or are living paycheck to paycheck" (Ernst & Young)
56% of employees who don't feel valued report being stressed during
the day, compared to 25% of those who do feel valued (American
Psychological Association)
56% of workers say they have good friends at work (Rand Corp)
35% of workers call in sick just to take a mental health day (American
Express)
23%, of employees feel high or overwhelming financial stress
(Financial Finesse)
63% of senior marketers say their job is somewhat stressful, 27% say it is
somewhat stressful, 7% say it is very stressful, 3% say it isn't stressful at
all (The Creative Group)
32% of senior marketers say the the more stressful the situation, the
more productive they are; 60% say a little bit of stress motivates them
but too much impedes their productivity; 8% say they are less
productive with any level of stress (The Creative Group)
The average tenure for CMOs at major consumer brands is 42 months
(Spencer Stuart)
62% of Baby Boomers report that their organization motivates them to
contribute more than is normally required at work (Modern Survey)
 53% of employees said interesting and challenging work is the top
reason they love their company (Virgin Pulse)
"Becoming obsolete" is the biggest concern for today's worker, twice as
concerning as being laid off (Oxford Economics)
52% of women and 50% of men view greater job stability and security as
"very important" in a new job (Gallup)
51% of job seekers rate greater stability and job security as "very
important" in a new role (Gallup)
19% of US workers worry about being laid off (Gallup)
Between economic mobility or financial stability, an overwhelming 92%
of workers say they want stability (Pew Charitable Trusts)
39% of employees are concerned about their position being automated
or made obsolete in the next five years (Jobvite)
40% of millennials see automation as a threat to their jobs (Deloitte)
53% of Millennials see their workplace becoming less human as a result
of automation (Deloitte)
14% of U.S. employees worry that automation will take their job away;
30% say they think automation will make their job better (Randstad)
13% of employees said they were fearful of losing their job in the next
six months (Glassdoor)
The more hours people work beyond 40 the worse they feel, and the
less engaged they become (The Energy Project)
70% of U.S. workers are putting in more than 40 hours a week (Staples)
58% of Generation Zers said they would come into work on evenings
and weekends in exchange for a bigger paycheck, compared with 45%
of millennials, 40% of Gen X, and 33% of boomers (Monster)
55% of Baby Boomers say that they are willing to work longer hours
than other generations (Korn Ferry)
 62% of employees are concerned that the Trump administration will
negatively affect their work-life balance (Paychex)
68% of employees say they are neither more nor less worried since the
2016 election, 18% are less worried, 12% are more worried about how
they are treated in their workplace because of their race, ethnicity,
gender, immigration status, sexual orientation or other personal
characteristics (Gallup)
26% of employees say they feel stress or tension due to the political
discourse happening at the office, up from 17% that said the same last
September (American Psychological Association)
40% of workers say that theyve had a negative outcome at work as a
result of political talk at work (American Psychological Association)
Nearly 40% of employees said they wished their employer cared more
about their work/life balance (Virgin Pulse)
52% of employees said their work/life balance has improved from 3
years ago (Robert Half)
91% of employees say their manager is very or somewhat supportive of
their efforts to achieve work/life balance; 74% said their boss sets a
good or excellent example (Robert Half)
53% of employees say a role that allows them to have greater work-life
balance and better personal well-being is "very important" to them
(Gallup)
57% of Millennials say that work-life balance and well-being in a job are
"very important" to them (Gallup)
41% of employees believe work-life balance is impossible to achieve
(Randstad)
14% will leave if they dont have a healthy work-life balance
(BambooHR)
 80% of employees say theyre motivated to do their jobs through
coercion (LRN)
24% of employees dont trust their employer (American Psychological
Association)
93% of employees said trust in their direct manager is important to
remain satisfied at work (Ultimate Software)
50% of employees trust senior management (Modern Survey)
35% of employees do not trust senior leadership at their organization
(OC Tanner)
45% of U.S. workers are dissatisfied with senior management's way of
communicating with them; 62% said they preferred face-to-face
updates from the CEO (Kollective)
65% of employees say respectful treatment of all employees at all levels
is a very important contributor to their job satisfaction (SHRM)
61% of employees say trust between them and their senior
management is very important to job satisfaction; only 33% are very
satisfied with the level of trust in their organizations (SHRM)
83% of employees experienced a more positive work environment when
they felt there was trust in their managers/organisation (IBM)
32% of employees feel that their organization isnt always honest and
truthful (American Psychological Association)
64% of employed adults feel their organization treats them fairly
(American Psychological Association)
26% said their employer does not make it easy to understand
opportunities for advancement within the organization (Mercer)
35% of employed Americans are "completely satisfied" with their
chances for a promotion (Gallup)
9.3% of employees received a promotion in the past year (WorldatWork)
 54% of Boomers said that the opportunity to make an impact on the
business was the best way to retain them (Korn Ferry)
50% of job seekers say that their most recent employer has helped them
advance in their career (Future Workplace)
51% of employees report they receive no input or input only once in
a while from superiors on how to perform better in their roles (Mercer)
15% of organizations with 100+ employees measure the engagement of
their employees more than once a year (Modern Survey)
Companies with more than 1,000 employees are 25% more likely to use
software to measure employee engagement (Pomello)
47% of organizations plan to or currently measure employee
engagement more than once annually (Modern Survey)
46% of organizations with 100+ employees survey annually and 16%
never measure engagement (Modern Survey)
98% of CEOs ignore annual employee engagement survey results
(Motivosity)
15% of employees say they are currently working in their dream job,
36% say that while theyre not quite there yet, they believe they will be
someday (CareerBuilder)
72% of the U.S. workforce feels a sense of personal accomplishment at
work (Modern Survey)
Attributes employees think are most important to their employer: job
performance and results (46%); the ability to learn and be trained
quickly (29%); and loyalty and long-term commitment to the company
(28%) (Oxford Economics)
57% of workers ranked opportunities to learn and grow as one of the
most important aspects of workplace culture (Udemy)
 Millennials' top attributes of the perfect boss: Ethical and fair 35%,
Transparent and readily shares information 35%, Dependable and
consistent 32% (IBM)
GenX's top attributes of the perfect boss: Transparent and readily shares
information 42%, Clearly defines goals and expectations 42%, Ethical
and fair 37% Dependable and consistent (IBM)
Top reasons why job seekers will leave for another job: more
compensation (61%), location (42%), better work-life balance (40%),
health benefits (36%), growth opportunities (35%), company culture
(21%) and leadership (15%) (Jobvite)
75% of employees reported theyre more likely to stay with their
employer because of their benefit program (Willis Towers Watson)
Boomers' top attributes of the perfect boss: Dependable and consistent
35%, Ethical and fair 35%, Dependable and consistent 35% (IBM)
56% of employers say they are unable to actively manage culture
because they lack leadership support; 45% say they dont have enough
time or resources (CultureIQ)
The most popular methods to actively manage company culture and
drive employee engagement: drafting employee engagement surveys
(55%), creating culture committees and events (29%) and offering
employee resource groups (20%) (CultureIQ)
73% of employers believe a great corporate culture gives their
organizations a competitive edge (CultureIQ)
49% of employees say culture influences their employee experience
more than the physical environment (22%) or the technology they use
to do their jobs (29%) (YouEarnedIt)
52% of HR pros cite management buy-in as the biggest barrier to
strengthening culture (CultureIQ)
42% of employees feel that executive leadership does not contribute to
a positive company culture (Execu-Search)
 80% of businesses plan to improve their corporate culture in 2017
(Virgin Pulse)
35% of Millennials say strong leadership defines a good work culture
(Staples)
Employees who derive meaning and significance from their work are
more than three times as likely to stay with their organizations, reported
1.7 times higher job satisfaction and are 1.4 times more engaged (The
Energy Project)
57% of employees said "meaningful work" contributes most toward a
positive workplace sentiment (Namely)
38% of employees said the companys mission is a top reason they
love their company (Virgin Pulse)
Nearly 40% of employees indicated their co-workers as the top reason
they love their company (Virgin Pulse)
58% of working Americans claim that their coworkers are more
productive at work when they're happy (Ultimate Software)
33% of Millennials want collaborative workspaces (CBRE)
Millennials top three work-related fears: getting stuck with no
development opportunities, not being able to realize their career goals,
and not finding a job that matches their personality (Universum)
87% of millennials say professional development or career growth
opportunities are very important (Gallup)
59% of millennials; 44% of Gen Xers and 41% of baby boomers say
opportunities to learn and grow are extremely important to them when
applying for a job (Gallup)
87% of millennials rate "professional or career growth and development
opportunities" as important to them in a job; 69% of non-millennials
agree (Gallup)
 The main factor in workplace discontent is not wages, benefits or hours,
but the boss (Gallup)
33% of employees said their boss negatively impacts their company's
culture (Comparably)
39% of women feel their bosses hurt company culture, compared to
31% of men (Comparably)
44% of workers have left a job because of a bad boss (Bamboo HR)
27% of workers age 18 to 25 feel negatively about their bosses,
compared to 38% of workers aged 56 to 60 (Comparably)
58% of workers say their bosses are supportive (Rand Corp)
31% of female employees said they left due to inappropriate behavior
by a boss, 20% of the men said the same (Bamboo HR)
28% of employees would rather have a better boss than a $5,000 raise
(Randstad)
61% of workers are satisfied with their boss or immediate supervisor
(Gallup)
1 in 5 employees would prefer to receive a promotion (higher title
included) without a 3% raise, rather than getting that raise without a
promotion (BambooHR)
Nearly one-third of employees would rather be recognized in a
company-wide email from an executive than receive a bonus of
$500 (BambooHR)
60% of workers would like to see their colleagues good work praised
more frequently by managers and leaders (Reward Gateway)
84% of employees say praise should be given on a continual, year-round
basis (Reward Gateway)
88% of employees agree its important that employers reward
employees for great work (AttaCoin)
 41% of employees say their employer effectively rewards employees for
great work (AttaCoin)
90% of employees who work in places with effective rewards programs
agreed with the statement My work makes a difference (AttaCoin)
52% of employees agree that they would rather be recognized privately
by my manager than publicly in front of my team (AttaCoin)
30% more of the workforce is satisfied when theres even an informal
recognition program in place (BambooHR)
75% of employees receiving at least monthly recognition (even if
informal) are satisfied with their job (BambooHR)
60% of organizations had a values-based recognition program in 2016
(Globoforce)
50% of employers see their employee recognition programs as an
investment in their workforce (WorldAtWork)
89% of companies have recognition programs (WorldAtWork)
The common reasons cited for not having a recognition program are
senior management's lack of support (28%) and the cost (26%)
(WorldAtWork)
60% of companies fund at least four to six different types of recognition
programs (Maritz Motivation)
13% of respondents do not use a technology platform to support their
employee recognition programs (Maritz Motivation)
42% of employees believe their accomplishments go unnoticed (OC
Tanner)
52% of companies currently have a comprehensive recognition program
(Michael C. Fina)
73% of companies said they plan to make changes to their recognition
program over the next year (Michael C. Fina)
 67% said they do not integrate employee recognition with onboarding
activities (Michael C. Fina)
25% of companies do not incorporate any form of social recognition as
part of their employee approach (Maritz Motivation)
38.5% of companies indicate the investment in employee recognition
programs represents between .01% and .5% of total payroll; 25% invest
between.01% and .25% of total payroll; those in the very effective
category invest .76% or more of total payroll (Maritz Motivation)
36% of employees would give up $5,000 a year in salary to be happier at
work (Randstad)
Top steps organizations are planning to retain talent: new career
development opportunities (61%), market pay adjustments (37%), more
non-cash recognition (24%) (Xerox)
49% of millennials are satisfied with the growth and development
opportunities and 47% are satisfied with their company's employee
recognition practices (American Psychological Association)
42% of full-time employees believe their growth potential is limited at
their current job, no longer believe in the companys mission, have
inflexible schedules, or dont get along with their coworkers (ICIMS)
38% of employees say their jobs offer good prospects for advancement
(Rand Corp)
14% of employees strongly believe their companies are helping
employees reach their full potential (Lifeworks)
63% of employees feel like their employer invests in their future
(Lifeworks)
72% of employees don't think management cares about their career
growth (Monster)
23% of employees say job does not take full advantage of their skills,
training (Gallup)
 49% of employees say their company understands their unique interests
and skills (Mercer)
81% of employees are happier at work when they agree that their jobs
effectively make use of their skills/abilities (IBM)
59% of employees said that access to projects to help keep their skills
up-to-date would keep them satisfied at their current company (Execu-
Search)
76% of millennials think professional development opportunities are
one of the most important elements of company culture (Execu-Search)
25% of women talk with their managers about developing leadership
skills (Right Management)
Among Millennials, friendships in the workplace make them feel happy
(57%), motivated (50%), and productive (39%) (LinkedIn)
78% of Millennials say it is more important to enjoy work than to make a
lot of money (Clark University)
Half of Millennials would rather have no job than a job they hate
(MTV)
84% of millennials say that helping to make a positive difference in the
world is more important than professional recognition (Bentley
University)
39% of HR pros evaluate recognition programs with employee surveys;
35% do not measure their employee recognition programs (Michael C.
Fina)
82% of employees dont think theyre recognized for their work as often
as they deserve (BambooHR)
81% of companies have formal recognition programs (SHRM)
86% of values-based recognition programs show an increase in worker
happiness (SHRM)
 38% of millennials would like to see the recognition program at their
current employer improved (Aon Hewitt)
When asked which recognition initiative has the biggest impact on
employee engagement, HR pros cited: performance awards (33%),
anniversary awards (20%), personal notes (10%) (Michael C. Fina)
According to employees, the most memorable recognition comes from
an employee's manager (28%), high-level leader or CEO (24%), the
manager's manager (12%), a customer (10%) and peers (9%) (Gallup)
51% of workers are satisfied with the recognition they receive at work
(Gallup)
55% of retail managers say the head office rarely or never recognizes
hourly employees for doing good work (WorkJam)
74% of companies have a service anniversary program (SHRM)
45% of Millennials would quit a job if they didn't see a career path they
wanted at the company (Ultimate Software)
58% of Millennials expect employers to provide them with learning
opportunities relevant to their job (EdAssist)
58% of employees (62% of Millennials and GenX) say that professional
development contributes to their job satisfaction (CompTIA)
12% of employees feel their employers aid them in their career
development (Bridge)
59% of Millennials would prefer a job with a strong potential for
professional development (EdAssist)
40% of Millennials say that becoming a manager/leader is very
important (Universum)
41% of Millennials would prefer a job with a potential for regular pay
raises (EdAssist)
 30% of millennials leave due to better offers elsewhere, almost the same
amount leave because their career goals aren't in line with their
employer (Millennial Branding/Beyond.com)
26% of Millennials feel their employers are actually invested in their
professional development (EdAssist)
46% of professionals worldwide believe that work friends are important
to their overall happiness (LinkedIn)
70% of employees say their employer should understand them to the
same degree they are expected to understand customers (Towers
Watson)
53% of employees say performance reviews don't motivate them to
work harder (Globoforce)
61% of Millennials say they would switch to a company with no
performance reviews (Adobe)
50% of employees strongly agree they know what's expected of them at
work (Gallup)
76% of employees dont trust bosses who fail to share company data
(GeckoBoard)
50% of employees say bosses sharing information and data has a
significantly positive impact on productivity and motivation (HubSpot)
78% of Millennials say workplace environment affects their decisions to
stay at a job (RingCentral)
81% of employers said the workplace environment is important to
attracting top talent, 67% have undertaken changes to their office
spaces to make them more competitive and attractive to talent (Work
Design)
82% of Millennials said it was important to them to have a career that
does some good in the world (Clark University)
 63% of Millennials like their employers to contribute to social or ethical
causes (Brookings)
Baby Boomers are 67% more interested in making more money than
doing good (Atenga)
64% of Millennials said they would rather make $40,000 a year at a job
they love than $100,000 a year at a job they think is boring (Intelligence
Group)
62% of executives say Millennials will consider leaving their jobs due to
lack of learning and development, just 31% of Millennials say they have
considered this (Oxford Economics)
8 out of 10 Millennials think they deserve to be recognized more for
their work (MTV)
28% of Millennials say feeling appreciated contributes to their loyalty
(Staples)
53% of employees report feeling appreciated at work (AttaCoin)
26% of Millennials say recognition motivates them to do their best at
work (Staples)
19% of IT employees are dissatisfied with their jobs, up from 12% last
year (CareerBuilder)
27% of IT employees have been recruited by other organizations in the
past year (CareerBuilder)
69% of IT employees see job stability as more important than salary,
64% say job location, 60% say good work culture (CareerBuilder)
73% of tech employees believed their company became a better overall
company within the past six months (TINYpulse)
42% of tech workers say unclear goals stresses them out the most, 16%
say bad bosses (Comparably)
36% of IT professionals are happy or very happy at work, 32% unhappy
and 31% neutral (AlienVault)
 Employees who see performance reviews as inaccurate are 2x more
likely to look for another job (Globoforce)
48% of employees feel they have the opportunity to use their creativity
at work (Modern Survey)
62% of U.S. employees say they can be successful at their organizations
while balancing work and their personal lives (Modern Survey)
31% of workers believe the employers only care about profits and don't
care as much about employees (Businessolver)
35% of employees dont 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 companys approach to
sustainable business practices have influenced their decision about
accepting a job (Bain & Co)
57% of employees feel their leaders are detached from the
workforce (Rapt Media)
28% of employees say personal finances have been a distraction at work
(PwC)
Among women who feel supported by male leadership, 54% reported
better raises, promotions and assignments (Working Mother)
21% of young women have been the victim of sexism in the workplace
(1000 Dreams Fund)
71% of women and 74% of men at companies that dont address gender
inequality said they would look for jobs elsewhere in the next six months
(PayScale)
91% of working parents say that having children living at home affects
their interest in finding a new job (FlexJobs)
60% say their companies don't appear to care about their child care
needs (Care.com)
 Things workers are willing to sacrifice in order to have more happiness
at work: a less private office space (76%), reduced workplace flexibility
(60%), accept a lower position or title (60%) give up benefits such as
their vacation time, accept a reduction on 401(K) contributions from an
employer and other job perks (41%), take a pay cut (36%), relinquish
health benefits (31%) (Spherion)
53% of Millennials say their biggest motivator is having the chance to
work on exciting and interesting projects (Elance/Odesk)
54% said career advancement opportunities are more important than
salary when looking for work (Achievers)
42% of North American Millennials are in favor of working long hours if
it speeds up career progress (Universum)
67% more Millennials than Baby Boomers say that "having a great
mentor" at work is important (Atenga)
61% of companies believe mentorships is important to employee
happiness (Adecco)
32% of employees say their employer encourages them to work in
different departments to gain additional experience and
skills (Cornerstone)
32% of workers believe their current skills will prevent them from
earning a promotion (Spherion)
45% of Gen Z and millennials want to work in technology (45%), the
next highest choice was education (17%) (Future Workplace)
69% of men and 60% of women with disabilities report being generally
satisfied with their career paths (Working Mother Research Institute)
49% of American workers will start a new job search after experiencing
only two problems with their paycheck (Kronos)
Men (29%) are more likely than women (17%) to leave their employer
after just one payroll error (Kronos)
 30% of working parents will start a new job search after the first payroll
error compared with 16% of non-parents (Kronos)
67% of employees say a pet-friendly workplace increases productivity
(Banfield)
86% of employees say a pet-friendly workplace helps decrease stress
levels (Banfield)
80% of employees in pet-friendly workplaces say having pets nearby
while they work makes them feel happy, relaxed and sociable (Purina)
63% of people working in pet-friendly offices as very satisfied with
their work environment (Purina)

Employee Benefits Statistics

Our employee benefits stats have a new home! Click here to

check it out.

Miscellaneous Workplace Statistics

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

Total employer compensation costs for private industry workers

averaged $29.99 per hour worked, vs $43.10 for state and local
government employees (Bureau of Labor Statistics)
 Wages and salaries averaged $21.96 per hour worked and accounted for
68.8% of these costs; benefits averaged $9.97 per hour worked and
accounted for the remaining 31.2% (Bureau of Labor Statistics)
20% of women vs. 44% of men say they are completely satisfied with the
amount they earn (Gallup)
12% of women say they have been passed over for a promotion or other
opportunity because of their gender (Gallup)
20% of Millennial women and 25% of Baby Boomer women strongly
agree that women are less likely to be considered for senior-level roles
in a business/corporate setting than their male counterparts (Nielsen)
5% of men say they have been passed over for a promotion or other
opportunity because of their gender (Gallup)
17% of working women say they have been denied a raise because of
their gender (Gallup)
4% of working men say they have been denied a raise because of their
gender (Gallup)
59% of men and 56% of women say advancing in their career is
extremely or very important to them (Gallup)
 75% of women do not believe men and women are paid equally,
compared to 50% of men (Glassdoor)
54% of female employees say they are recognized when they do
excellent work. For males, it is 61% (Modern Survey)
39% of HR pros evaluate recognition programs with employee surveys;
35% do not measure their employee recognition programs (Michael C.
Fina)
When asked to rank what signified a career advancement to them,
women ranked more money and a higher title higher than men,
who ranked more direct reports, expanded responsibility and more
face time with company executives higher than women (BambooHR)
52% of U.S. employees say they have confidence in senior leadership at
their organization (up from 41% three years ago) (Modern Survey)
65% of companies are experiencing problems attracting top performers
(Towers Watson)
43% of U.S. workers believe they are the top performer in their job
(PayScale)
48% of baby boomers reported being the top performer at their
employer for jobs similar to theirs; 40% of millennials reported being the
top performer, the lowest of any generation surveyed (PayScale)
46% of employees said their organization hires highly qualified
employees (Towers Watson)
90% of employees have left work, and 30% cut back by 6 or more hours
per week due to family responsibilities (Care.com)
89% of working fathers say they work more than 40 hours each week;
30% report spending more than 50 hours per week at the office
(Care@Work)
32% of employees say they have a job, not a career (Mercer)
 44% of employees say that leadership at their companies is equipped to
lead their organizations to success (Oxford Economics)
18% of those currently in management roles demonstrate a high level of
talent for managing others, while another two in 10 show a basic talent
for it (Gallup)
Managers with high or basic talent levels account for 48% higher profit
to their companies than average managers do (Gallup)
60% of executives think Millennials are frustrated with manager quality,
only 18% of Millennials say they are (Oxford Economics)
Only 26% of Baby Boomers follow their organization on social media.
Among Gen Xers it is 40%. For Gen Y it is 49% (Modern Survey)
32% of all employees want to see and understand the progress they've
made toward goals set by their manager (Ultimate Software)
42% of Millennials want feedback every week. This is over twice the
percentage of every other generation (Ultimate Software)
19% of Millennials say they receive routine feedback from managers
(Gallup)
17% of Millennials say the feedback they receive from managers is
meaningful (Gallup)
31% of Boomers felt they needed less feedback than millennials or Gen
X (Korn Ferry)
68% of employees who receive accurate and consistent feedback feel
fulfilled in their jobs (Clutch)
40% of millennials do not consider themselves fulfilled at work (Clutch)
74% of Gen Z said work should have a greater purpose than earning a
salary, compared to 45% of millennials, 40% of Generation X, and 33%
of boomers (Monster)
28% millennials have texted a manager out of work hours for a non-
work related issue, compared to only 10% of baby boomers (LinkedIn)
 88% of Millennials want their coworkers to be their friends (MTV)
54% of Gen Z say the people they work with is the attribute that matters
most in order to do their best work (Future Workplace)
68% of millennials would sacrifice a friendship with a colleague if it
meant getting a promotion; 62% of Baby Boomers wouldn't even
consider it (LinkedIn)
79% of employees become annoyed when their co-workers are
promoted faster than they are (BambooHR)
89% of millennials regularly check work email after the work day has
ended (Bentley University)
One in four U.S adults (24.6%) receive company emails on their mobile
device (Samanage)
Young Millennials age 18-24 (25.1%) and older Millennials age 25-34
(29.2%) are more than twice as likely to get company emails on their
mobile device compared to Baby Boomers age 65+ (12.2%) (Samanage)
19.2% of employees very often wake up to check email (Samanage)
36.8% of employees checked work emails during dinner, just not
recently, and 23.6% very often check work emails during dinner
(Samanage)
63.6% of Baby Boomers (ages 65+) said they have never checked work
emails during dinner (Samanage)
35.2% of employes spend more than 1 hour checking email outside of
work (Samanage)
10.5% of employees check work email after hours because their boss or
client expects it (Samanage)
67% of Americans favor increased overtime eligibility (Gallup)
20% of U.S. adults admitted negative feelings, including feeling
overwhelmed and frustrated, toward checking email outside of
work (Samanage)
 60% of Millennials say their employers expect them to be accessible
during off hours (RingCentral)
70% of Millennials work up to 20 hours or more outside the office each
week (RingCentral)
34% of Millennials would quit a job on the spot if their employer asked
them to delete their Facebook page (Ultimate Software)
50% of millennials say their poor work ethic left them unprepared for
their first job, followed closely by poor time management (47%) and
organization (38%) skills (Bentley University)
66% of millennials would like to start their own business and 37% would
like to work on their own (Bentley University)
54% of millennials would quit their job and start a business in the next
six months if they had the tools and resources needed, compared to
41% of all adults (America's Small Business Development Centers)
63% of adults under 45 say that owning their own business would be
the best employment scenario (Finn Futures)
61% of millennials say there is more job security in owning their own
business than in working for someone else; 64% of boomers think there
is greater job security in working for someone else than in owning their
own business (America's Small Business Development Centers)
30% of executives give special attention to the particular wants and
needs of millennials (Oxford Economics)
28% of Millennials feel their current organization is making full use of
their skills (Deloitte)
72% of Millennials feel their schooling did not effectively prepare them
for the workforce (EdAssist)
6 in 10 Millennials cite a sense of purpose, as part of the reason they
chose to work for their current employers (Deloitte)
 40% of Millennials who plan to remain in their jobs beyond 2020 say
their employers have a strong sense of purpose beyond financial
success (Deloitte)
53% of millennials aspire to become the leader or most senior executive
within their current organization (Deloitte)
71% of Millennials expecting to leave their employer in the next two
years are unhappy with how their leadership skills are being
developed (Deloitte)
70% of employees ranked being empowered to take action at work
when a problem or opportunity arose as an important element of their
engagement (SHRM)
Employees who feel their voice is heard at work are 4.6 times more likely
to feel empowered to perform their best work (Salesforce.com)
One-third of millennials think socializing with coworkers will help them
move up the ladder (compared to 5% of Baby Boomers) (LinkedIn)
67% of millennials are likely to share personal details including salary,
relationships and family issues with co-workers, compared to only about
one-third of baby boomers (LinkedIn)
41% of companies have made changes to adapt to younger workers
(Duke/CFO)
57% of small businesses offer different benefit packages or perks to
attract young talent (Vistage)
43% of employees say that impromptu visits by coworkers are the
biggest productivity killer (Cornerstone)
21% of employees steal from their offices (GetVoip)