Survey: 96% of Executives Felt Hiring Workers with Stronger Skills Sets During the Economic Downturn Was a Strategic Priority for Employee Engagement
TalentKeepers’ 2010 Employee Engagement and Retention Trends research report also lists diminished trust and loyalty among employees due to layoffs and downsizing over the past year as concerns.
Maitland, FL, November 05, 2010 --(PR.com)-- According to TalentKeepers’ 2010 Employee Engagement and Retention Trends research report, U.S. executives ranked employee morale as the #1 issue impacted by lack of engagement. Employee morale was followed by decreased productivity, increased stress, loss of organizational knowledge, service quality, team performance goals, and diminished trust and loyalty across the organization.
The survey gathers detailed employee engagement and retention data from U.S. based organizations representing every major industry. This year’s survey captured responses from over 450 U.S. based organizations.
“Employers everywhere need to continually engage their talented people, both in times of little or rapid growth. Whether you employ 30 employees or 300,000, the future of your organization resides in your people,” explains Christopher Mulligan, CEO for TalentKeepers. “It used to be that employee engagement was considered solely an HR problem, but now top executives are beginning to see the far-reaching impact of disengaged employees and its implications on business results.”
The report also shows that 96% of executives believe employee engagement is very important and are willing to commit to strategies that engage and retain their top talent like employee engagement surveys, job specific training and development, and on-boarding programs for new hires. It is evident these organizations want to be considered a leader in their industry.
“One of the biggest eye-openers for executives is uncovering the direct and indirect cost of losing a high performing employee,” comments Mulligan. “In our survey results, we found the average cost of losing one employee ranged from $12,500-$40,000. The more Human Resources gains buy-in from Senior Executives on the business impacts of losing top talent, the more likely they will support initiatives that drive stronger organizational performance.”
This and other employee engagement and retention data is available in TalentKeepers’ 2010 Employee Engagement and Retention Report. For more information or to obtain a copy of the report, please contact Kerri Weber at kweber@talentkeepers.com.
About TalentKeepers ®
TalentKeepers ® has spent the past decade researching the reasons why employees choose to join, stay or leave a company. By optimizing co-worker, employee, leader and organizational activities that keep talented employees motivated to help their company succeed, TalentKeepers has become one of the most well known and trusted names in the human resources industry. For more information about TalentKeepers, please go to www.talentkeepers.com.
###
The survey gathers detailed employee engagement and retention data from U.S. based organizations representing every major industry. This year’s survey captured responses from over 450 U.S. based organizations.
“Employers everywhere need to continually engage their talented people, both in times of little or rapid growth. Whether you employ 30 employees or 300,000, the future of your organization resides in your people,” explains Christopher Mulligan, CEO for TalentKeepers. “It used to be that employee engagement was considered solely an HR problem, but now top executives are beginning to see the far-reaching impact of disengaged employees and its implications on business results.”
The report also shows that 96% of executives believe employee engagement is very important and are willing to commit to strategies that engage and retain their top talent like employee engagement surveys, job specific training and development, and on-boarding programs for new hires. It is evident these organizations want to be considered a leader in their industry.
“One of the biggest eye-openers for executives is uncovering the direct and indirect cost of losing a high performing employee,” comments Mulligan. “In our survey results, we found the average cost of losing one employee ranged from $12,500-$40,000. The more Human Resources gains buy-in from Senior Executives on the business impacts of losing top talent, the more likely they will support initiatives that drive stronger organizational performance.”
This and other employee engagement and retention data is available in TalentKeepers’ 2010 Employee Engagement and Retention Report. For more information or to obtain a copy of the report, please contact Kerri Weber at kweber@talentkeepers.com.
About TalentKeepers ®
TalentKeepers ® has spent the past decade researching the reasons why employees choose to join, stay or leave a company. By optimizing co-worker, employee, leader and organizational activities that keep talented employees motivated to help their company succeed, TalentKeepers has become one of the most well known and trusted names in the human resources industry. For more information about TalentKeepers, please go to www.talentkeepers.com.
###
Contact
Talent Keepers
Kerri Weber
407-660-6041
www.talentkeepers.com
Kerri Weber
407-660-6041
www.talentkeepers.com
Contact
Categories