- Companies with clear values and business goals are more likely to retain high performers, according to a new Ceridian report on retention. The global human capital management technology company, along with Nielsen Company pollsters, surveyed 1,602 U.S. and Canadian employees on why workers quit, what factors create employee loyalty and what employers can do to get workers to stay.
- Ceridian's 2017 Pulse of Talent Report found that strong relationships and interesting, engaging work were key retention factors. The report also found that more respondents (49%) cited coworkers as a reason to stay over salary (48%), working conditions (46%) and job security (46%). Other key findings showed that 91% of respondents said learning and development opportunities are important and two-thirds of U.S. high performers have flexible work schedules, such as work-at-home arrangements.
- The report also uncovered generational differences among respondents. Gen X and upper-age millennials (30- to 48-years old) in the U.S. were the most positive about their workplace and their pay levels (72%) and said they have good work-life balance (83% versus 58%). Only 12% of U.S. boomers were job hunting, compared to 33% of Gen X and 22% of millennials and Gen Z.
These survey results confirm the findings of many other surveys: most workers, and in this case, high performers, want flexible work schedules, learning and development opportunities, engaging work and strong relationships with colleagues and superiors. Employers that invest in these areas as a way to engage and retain workers will see higher productivity and loyalty, and greater ROI in general, than those who don't.
Allowing flexible work, for example, is a way for employers to show that they value enabling how workers want to work and respect workers' abilities to get the job done on time. Flexible work schedules may also help employers improve their diversity and find new sources of talent.
Additionally, the power of camaraderie at work can't be understated. Allowing fun interactions between coworkers during the workday can go a long way in improving retention.