Ashley Utz’s Post

The retention and engagement of employees are crucial in today's workplace landscape. With the national quit rate rising by 37 percent since 2014, organizations are facing an employee retention crisis. Detailed analysis of over 21,000 exit interviews conducted across 175 companies in 2023 sheds light on workers' preferences and expectations. The top three reasons for employees leaving their jobs include a lack of career opportunities or development, health and family issues, and a work/life imbalance. Career pathing emerges as a vital retention strategy, where employees value long-term engagement with organizations that offer a clear roadmap for growth. In terms of work/life balance, employees are increasingly seeking more flexibility, autonomy, and respect for boundaries. These insights underscore the importance of understanding and addressing the evolving needs and expectations of employees to foster a productive and engaged workforce. #HireHenry #jobseeker #careeropportunity #opentowork #HR #HRBP #HRcareers #HRconsulting #HRdirector #HRexecutives #HRjacksonville #HRjax #HRjobs #HRleader #HRleaders #HRleadership #HRmanagement #HumanResources #Jax #Jacksonville #JacksonvilleHR #JaxHR #PeopleandCulture #PeopleDirector #PeopleLeader #PeopleOperations #SeniorHRBP #TalentInnovator #TalentLeader

Workers Are Quitting Because of Work/Life Imbalance, Lack of Career Development Increasing personalization makes retention more challenging Roy Maurer About 27 percent of U.S. workers quit their jobs in 2023, costing employers nearly a trillion dollars to replace them, according to a common turnover calculation. And turnover is expected to climb as labor market experts are predicting a Great Resignation 2.0 in the near future. “The retention and engagement of employees has never been more important,” said Danny Nelms, the CEO of Work Institute, a research and consulting firm in Franklin, Tenn. “In historical terms we remain in an employee retention crisis,” he said, citing that the national quit rate has increased 37 percent since 2014. Work Institute’s analysis of over 21,000 exit interviews across 175 companies from a range of industries in 2023 reveals workers’ preferences and expectations about work. The top three reasons for leaving a job are lack of career opportunities or development, health and family issues, and a work/life imbalance. “When you think about it from an employee’s perspective, if you’re in a role where you don’t feel like you’re growing, you feel like you can’t take a break when you need it, and work is taking up an outsized amount of your personal time, it makes sense that that would be the time to look for another job,” said Adam Weber, the chief evangelist at 15Five, a performance management platform based in San Francisco. Meghan Stettler, director of the O.C. Tanner Institute in Salt Lake City, added that employees leave an organization because a critical need is not being met and a level of trust has been broken. “Are managers really listening to their people?” she asked. “Are they understanding their circumstances, and supporting and valuing people in actionable ways that will help them strive to do their best work?” Nelms said what makes the current workforce so challenging to retain is the emergence of an expectation of personalization. Flexibility, benefits, and career pathways mean different things to different people, and organizationwide policies may not be the solution to turnover anymore. “Gone are the days when employers can seek to retain and engage their workforce with enterprise actions,” he said. “Today’s employee requires much more. They require to be treated as an individual, and they feel empowered to demand certain preferences and expectations based on their priorities.” Stettler is encouraged by this personalized focus. “Creating a people-centric culture requires that we know, trust, and value our people as individual human beings and not just units of labor working under a blanket approach,” she said. Source: #shrm #آموزش #جذب #استخدام #توسعه #LD #DEI #hr #recruitment

About 27 percent of U.S. workers quit their jobs in 2023, costing employers nearly a trillion dollars to replace them. As HR leaders, what can we do to ensure we don't lose stellar people and our business can thrive? This article explores some creative options that focus on individuals rather than expensive, out-of-touch enterprise options that have traditionally been offered to retain talent.  

- The Power of Fair Pay and Respectful Treatment in the Workplace - In any organization, timely and fair compensation is crucial—but it’s only one part of the equation. Equally important is how we treat our employees. A culture of respect, recognition, and care goes hand-in-hand with fair pay to create a thriving work environment. When employees are compensated on time and treated with dignity, they feel valued and empowered. This leads to greater engagement, loyalty, and higher performance. On the flip side, neglecting these basics can lead to dissatisfaction, decreased morale, and turnover. Fair pay and respectful treatment aren't perks—they're the foundation of a strong, successful business. Let’s invest in our people, not just financially, but emotionally and professionally. A happy, respected workforce is a productive one. #EmployeeEngagement #FairPay #RespectInTheWorkplace #HR #EmployeeWellbeing #Leadership

🔑 Unlocking employee retention success! Our recent Question of the Week poll unveils a surprising statistic: 68% of individuals left their last job citing poor management as the main reason. In a deep dive, #Alaant’s Miriam Dushane, PHR, SHRM-CP explores the reasons behind this trend and outlines why and how companies must invest in their leaders to navigate the evolving work landscape. 🚨 Here are the collective results of last week's #QOTW poll: Q: Why did you leave your last position? > Poor Management - 68% > Compensation and Benefits - 12% > Company Direction/Culture - 20% Have a question or a comment? Share it below and let's foster a conversation on building better workplaces! 💼 #Workforce #Talent #Alaant #Employers #Jobseekers #Employees #Culture #ToxicCulture #Careers #JobSatisfaction #Management #WorkforceSolutions #Recruiting #TalentAcquisition #HR #JobChange #PoorManagement #Quitting #Morale #WorkplaceCulture #FairPay #JobPerks #JobBenefits #Compensation #QOTWPoll #EmployeeRetention #LeadershipDevelopment #WorkplaceExcellence #HRInsights

🌟 **Exciting News in Employment Rights!** 🌟 The newly introduced **Employment Rights Bill** is set to revolutionize workplace rights in the UK! 🌍 🔹 **Day One Rights**: From day one of employment, workers will have access to sick pay, parental leave, and protection against unfair dismissal. No more waiting for two years to have these essential rights! 🔹 **Ban on Zero-Hour Contracts**: Exploitative zero-hour contracts and "fire and rehire" practices are being banned, ensuring more stability and security for millions of workers. 🔹 **Flexible Working**: The bill also includes measures to support flexible working arrangements, making it easier for employees to balance work and personal life. 🔹 **Nine-Month Probation**: The government now favours a limit of nine months believing that this change will allow for a proper assessment of an employee's suitability for a role.This is yet to be consulted and introduced in autumn 2026. This bill represents one of the most significant changes to workplace rights in a generation, aiming to create a fairer, more productive work environment for everyone. **Contact us at info@hrspark.co.uk or 01793570710 or visit hrspark.co.uk to learn how we can support your business in preparing for and implementing the required changes.** #HRSPARK #EmploymentRights #WorkplaceReform #EmployeeBenefits #FairWork

OOO See you next week 😎 Anyone in HR knows you’re even thinking about it on vacation, found it particularly ironic that I started the newest edition of SHRM’s HR Quarterly after yesterday. As much as we stray to incorporate politics in the workplace, this is a year of divide and unrest. “It’s through difficult conversations and opposing perspectives that we learn, grow, and even find the best solutions” -Johnny C. Taylor, Jr., SHRM-SCP If you’re questioning where to start on politics in the workplace, SHRM’s research and initiatives to have 1 million civil conversations is an interesting perspective. #1millioncivilconervsations #politicsintheworkplace #familyvacation

Check out this #SHRM Article: The Waning Popularity of Workplace IE&D #SHRM #HR #HumanResources

Check out SHRM's article for retention ideas. "Employees are more likely to picture long-term engagement with an organization that has a clear understanding of the road ahead...not solely focusing on upward movement but creating an outline for a person to follow that clearly depicts specific career goals, details core experiences, maps the skills enhancements needed, and yes, highlights key promotional opportunities. When it comes to work/life balance, employees are largely seeking more flexibility, autonomy, and respect for boundaries..."