Research: 3 Employee Experiences Most Likely to Drive Retention

April 3, 2024

Jan. 30, 2024 (Oakland, Calif.) – What experiences predict whether your employees are going to quit or stay?

New data from Great Place To Work® reveals three experiences that are highly correlated with employees wanting to stay with their company long-term. In a survey of more than 1.3 million U.S. employees, workers were:

2.7x more likely to stay when they say their work is meaningful
2.2x more likely to stay when they report being proud of where they work
1.7x more likely to stay when they say their workplace is fun

These three experiences came out on top in Great Place To Work’s proprietary Trust Index™ survey where workers were asked to agree with 60 statements about their workplace.

Great Place To Work, the global authority on workplace culture, has released a seminal report titled “Unlocking the Secrets of Employee Retention: Transform Your Workplace with Proven Strategies and Practical Insights.” Authored by Claire Hastwell, content program manager at Great Place To Work, this extensive report offers valuable strategies and insights for companies aiming to improve employee retention.

“Although workplace culture that prioritizes meaningful work, pride in one's job, and a fun working environment may seem like a “nice-to-have,” this report shows that all three priorities bolster a culture that aids retention and ultimately, the business,” says Seth Willis, implementation consultant at Great Place To Work.

The report highlights and provides examples of the essential role leadership plays in nurturing these experiences.

What experiences predict whether your employees are going to quit or stay?

New data from Great Place To Work® reveals three experiences that are highly correlated with employees wanting to stay with their company long-term. In a survey of more than 1.3 million U.S. employees, workers were:

2.7x more likely to stay when they say their work is meaningful
2.2x more likely to stay when they report being proud of where they work
1.7x more likely to stay when they say their workplace is fun

These three experiences came out on top in Great Place To Work’s proprietary Trust Index™ survey where workers were asked to agree with 60 statements about their workplace.

Great Place To Work, the global authority on workplace culture, has released a seminal report titled “Unlocking the Secrets of Employee Retention: Transform Your Workplace with Proven Strategies and Practical Insights.” Authored by Claire Hastwell, content program manager at Great Place To Work, this extensive report offers valuable strategies and insights for companies aiming to improve employee retention.

“Although workplace culture that prioritizes meaningful work, pride in one's job, and a fun working environment may seem like a “nice-to-have,” this report shows that all three priorities bolster a culture that aids retention and ultimately, the business,” says Seth Willis, implementation consultant at Great Place To Work.

The report highlights and provides examples of the essential role leadership plays in nurturing these experiences.

Highlights from the report:

Understanding the cost of employee turnover: The report delves into the significant financial implications of employee turnover, emphasizing the costs involved in recruitment and training, and highlighting the economic advantages of retaining employees.

Robust methodology: This comprehensive report is based on data from an impressive 1.3 million employees at Great Place To Work Certified™ companies in the U.S. The research spans a range of industries, job roles, and demographics, offering a diverse and inclusive analysis of the workforce.

Key drivers for employee retention: The study identifies “purpose,” “pride,” and “fun” as the primary elements influencing employee retention, challenging traditional beliefs about what makes a satisfying workplace and emphasizing the importance of meaningful and enjoyable work.

Leadership behaviors that impact retention: The research identifies specific leadership behaviors that are critical in retaining talent, including effective onboarding strategies and leadership that inspires and aligns with company values.

“Leadership is not just about guiding a team towards its goals; it’s about fostering an environment where every team member feels valued, heard, and motivated,” says Michael C. Bush, CEO of Great Place To Work. “Our research highlights that effective leaders are selfless, modest, humble, and willful lifelong learners that are a critical component in retaining talent and building a workplace where employees thrive.”

Company case studies: The report highlights the successful practices of companies like Altar’d State, Atlassian, and Nugget Markets, each exemplifying effective strategies related to key retention drivers.

Generational engagement and retention: Focusing on multigenerational workforce dynamics, the report offers insights into the motivations, values, and needs of Gen Z in the workplace.

Role of work location flexibility in employee retention: The report provides a detailed examination of how flexibility in work location impacts employee commitment, comparing the relationship between employer mandates versus employee autonomy in work location decisions.

Get the report today.

About Great Place To Work

Great Place To Work is a globally recognized authority in assessing and improving workplace culture. The organization assists businesses in evaluating and enhancing their work environment through comprehensive research, certification program, and culture coaching services, offering strategies for developing trust-based, high-performance workplace cultures. Its proprietary platform and Great Place To Work Model™ help companies evaluate the experience of every employee, with exemplary workplaces becoming Great Place To Work Certified or receiving recognition on a coveted Best Workplaces™ List.

Great Place To Work® is the global authority on workplace culture. Our mission is to help every place become a great place to work for all. We give leaders and organizations the recognition and tools to create a consistently and overwhelmingly positive employee experience, fostering cultures that are proven to drive business, improve lives, and better society. Our recognition is the most coveted and respected in the world for elevating employer brands to attract the right people. Our proprietary methodology and platform enables organizations to truly capture, analyze, and understand the experience of all employees. Our groundbreaking research empowers organizations to build cultures that retain talent and unlock the potential of every employee. Our coaches, content, and community connect the boldest leaders, ideas, and innovations in employee experience. Since 1992, our Certification™, Best Workplaces™ Lists, and global benchmarks have become the industry standard, built on data from more than 100 million employees in 150 countries around the world.

Source: https://www.greatplacetowork.com/press-releases/employee-experiences-drive-retention

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10 self-reflection questions for career growth

June 13, 2024

As the year draws to a close, it is vital to pause and reflect on your journey and relationships in your personal lives and careers. Self-reflection is a powerful tool for introspection, helping us understand our core nature and facilitating personal growth as we work towards a better version of ourselves. Whether you’re evaluating your work-life balance , personal development , or career progression , self-reflection can be incredibly empowering and beneficial for your overall well-being. The value of reflection and introspection Harnessing the power of reflection As we approach the end of the year, taking the time to reflect on the past twelve months is not just a ritual but a powerful tool for personal and professional growth. Reflection allows us to pause in our fast-paced lives and examine our experiences, decisions, and actions. It allows us to celebrate our successes, learn from our mistakes, and acknowledge our growth areas. By looking back, we gain valuable insights that empower us to approach the future with a more informed and intentional mindset. Understanding ourselves better Introspection is a vital component of self-reflection. It involves diving deep into our thoughts, feelings, and motivations. This process helps us understand why we do what we do, what drives our decisions, and how our actions align with our core values and goals. Understanding ourselves better is crucial for personal development and helps us make more authentic and aligned choices in the future. Setting the stage for future success Reflecting on the past year sets the foundation for setting realistic and meaningful goals for the new year. It helps us identify what we truly want, what areas need more attention, and what strategies worked or didn’t work. This clarity is essential for setting goals that are both ambitious and achievable and aligned with our personal and professional aspirations. Promoting well-being and reducing stress The act of reflection can be therapeutic. It allows us to process our experiences, both positive and negative, and can lead to a greater sense of peace and closure. This is especially important in today’s world, where we often rush from one task to another without taking the time to process our experiences. Reflecting on the year helps us close chapters, reduce stress, and approach the new year with renewed energy and optimism. Fostering continuous learning and adaptability The world is constantly changing, and adaptability has become a crucial skill. Reflecting on how we’ve navigated changes in the past year, both expected and unexpected, prepares us for future uncertainties. It reinforces continuous learning and adapting, essential in personal and professional contexts. Year-end review: 10 questions for self-reflection Here are 10 thought-provoking questions to guide your year-end reflection. These questions cover various aspects of your life, including work experiences, personal growth, work-life balance, and future aspirations. As you answer them, be honest and consider writing down your responses for a more tangible record of your thoughts and goals. Sample answers help guide and inspire you as you reflect upon your year. These example answers provide a glimpse into the kind of introspection and planning that can result from such reflective questions, helping you assess your current state and set meaningful goals for the future. 1. Best and worst work experiences What were your best and worst work experiences in the last 12 months? Be specific about projects, teams, roles, and activities. Sample answers Best: Leading a successful project launch, mentoring a new team member, and receiving positive client feedback. Worst: Facing a project delay due to miscommunication, struggling with a software tool, and experiencing a stressful team conflict. 2. Job success and satisfaction elements Can you identify three elements of your job that contributed to your success and satisfaction? Conversely, what three elements hindered your success and fulfilment? Sample answers Positive: Collaborative team environment, challenging tasks that foster learning, and recognition from management. Negative: Limited resources, unclear company direction, and infrequent feedback. 3. Skills development What five skills, talents, or pursuits would you like to develop or attain in the next 12 months? Sample answers Improve public speaking, learn advanced data analysis, enhance leadership skills, develop a new programming language, and cultivate creative problem-solving techniques. 4. Passion in work What topics in your work can you talk about non-stop? Does this energise you consistently? Is this your passion or something else? Sample answers I am passionate about designing user interfaces. Discussing design trends and user experience energises me and is a significant part of my job satisfaction. 5. Unachieved goals What’s one significant goal you didn’t achieve in the last 12 months, and why? How would you change the outcome? Sample answers I aimed to get a professional certification but couldn’t due to time constraints. I plan to manage my time better and enrol in a course next year. 6. Fearless ambitions What would you aim to achieve in the coming year if you knew you couldn’t fail? Sample answers If I knew I couldn’t fail, I would aim to start my own tech startup focusing on innovative educational tools. 7. Role evaluation How would you rate your current role out of 100%? What factors prevent you from reaching 100%, and how can you overcome them? Sample answers I’d rate my role at 75%. To reach 100%, I need more creative freedom and opportunities for professional development. With these, I could be fully satisfied. 8. Future aspirations Without any limitations, what experiences, skills, activities, and responsibilities would you like to have in the future? List up to 12. Sample answers Lead larger projects, develop expertise in AI, participate in international conferences, mentor others, work abroad, achieve work-life balance, publish industry articles, learn a new language, adopt sustainable work practices, engage in CSR initiatives, explore different company roles, and start a professional blog. 9. Personal growth and development How have you grown personally over the past year? What personal qualities or habits have you developed, and what would you like to work on? Sample answers I’ve become more resilient and patient over the years. I want to work on my time management and stress management skills. 10. Challenges and overcoming obstacles Reflect on the biggest challenge you faced this year. How did you overcome it, and what did you learn? Sample answers My biggest challenge was adapting to remote work. I overcame it by creating a structured daily routine, investing in a better home office setup, and improving my digital communication skills. Reflect to grow Remember, the purpose of these questions is not just to reflect on what has been but also to pave a path for what lies ahead. By understanding where you currently stand and identifying your goals and aspirations, you can approach the new year with clarity, purpose, and a renewed sense of direction. Source: https://www.pagepersonnel.com.au/advice/career-and-management/success/self-reflection-questions-for-career-growth

Difference Between Job Enlargement And Job Enrichment

June 13, 2024

Both job enlargement and job enrichment are human resource strategies used to improve employees engagement and increase efficiency that helps to achieve organizational more effectively. Job enlargement refers to increase tasks and responsibilities to the existing role of the employees. On the other hand, job enrichment is a technique of motivating employees by adding extra responsibilities to make job more challenging and meaningful. Difference Between Job Enlargement And Job Enrichment The main dissimilarities between job enrichment and job enlargement are as follows: 1. Introduction Job Enlargement: It involves increasing the number of tasks and duties to be performed by workers to an existing role. Job Enrichment: It involves increasing responsibilities and content in the job to increase challenges and scope that provides opportunity for growth. 2. Nature Job Enlargement: It is purely quantitative in nature because number of tasks are increased for employees. Job Enrichment: It is qualitative in nature. It means this technique is used to increase the content and quality of the job. 3. Objective Job Enlargement: The main objective of job enlargement is to increase employee motivation and engagement by decreasing monotony and boredom. Job Enrichment: The main objective of job enrichment is to promote growth and development by making jobs more challenging and exciting. 4. Additional Skill Job Enlargement: It does not require additional skill because tasks are increased as per the qualification and ability of employees. Job Enrichment: It requires some additional skills because it involves new responsibilities that require creativity, decision making and problem solving. 5. Authority Job Enlargement: It does not increase the level of authority as it only increases the number of tasks. Job Enrichment: It increases the level of authority as per the creativity and ability of employees. 6. Supervision And Control Job Enlargement: It requires more supervision, direction and control because it increases the workload of employees that increases the chance of errors and mistakes. Job Enrichment: It requires less supervision and control than job enlargement because workers exercise self-control. 7. Training Need Job Enlargement: It does not require additional training because employees are familiar with the jobs and responsibilities. Job Enrichment: It may require additional training to empower workers to increase creativity, decision making and control over the job. 8. Result/Outcome Job Enlargement: Results may be positive or negative depending on the motivation level and workload of the employees. Job Enrichment: Generally, it gives positive result because of increased morale and self actualization. Basis Job Enlargement Job Enrichment Nature It is quantitative by nature It is qualitative by nature Objective To reduce boredom and monotony To promote growth and development Additional Skills Not Required Required Increase In Authority No Yes Outcome Positive Or Negative Positive Supervision And Control Requires more supervision Requires less supervision Distinction Between Job Enlargement And Job Enrichment In Brief * Job enlargement refers to quantitative expanding of jobs. But job enrichment is qualitative improvement of the job. * Job enlargement does not require special training, but job enrichment requires training and development program to improve the performance. * Job enlargement requires more supervision than job enrichment * Job enrichment increases the level of authority but job enlargement increases the number of tasks only. * Job enlargement is horizontal expansion of job and job enrichment is vertical expansion. * Job enlargement does not promote growth and development but job enrichment helps in personal growth and career development Source: https://marketinglord.blogspot.com/2024/05/difference-job-enlargement-job-enrichment.html