Beitrag von Joel Schmutz

I used to think people changed jobs for the money... Employees being paid fairly are 4.5 times more likely to stay (Payscale) But now I understand that people are just looking for respect. They want to be: 1. Mentored 76% of employees know mentors are important, but only 37% have one (CNBC). Bad leadership keeps most trapped in dead-end jobs. Good leadership creates opportunities for everyone to grow and advance. 2. Challenged 68% of workers say training and development is the most important workplace policy (ClearCompany). Growth and change are painful. But there's nothing more painful than staying stuck somewhere you don't belong. 3. Promoted 75% of employees would keep their jobs if they saw a path for promotion. (Harvard Business Review) Companies that promote the wrong people often end up losing their best people. 4. Involved Companies with high employee participation make 3 to 5 times more profit (Gallup). If your employees are afraid to speak up, your culture is broken. 5. Appreciated 69% of employees work harder when they feel better recognized (Socialcast). Culture is not about the "perks" like free coffee, occasional lunch, and events. Real perks are work-life balance, flexibility, and fair treatment. 6. Trusted 82% of employees who trust their managers will likely stay (Society for HR Management). Trust them to do the job you hired them to do. And never push a loyal person to the point where they don't care anymore. 7. Empowered Empowered employees boost customer loyalty by 50% (Cornell University). 99% of all jobs can be taught. People just need a chance. Focus on their output and respect that they have lives outside of work. 8. Valued 93% of employees who feel valued are motivated to do their best (American Psychological Association). A salary Increase makes you happy once a year. A healthy workplace keeps you happy throughout the whole year. It's not just about keeping your team. It's about growing with them. ♻️ Repost this to spread the message. ➕ Follow Dr. Miro Bada for more.

According to a recent survey, 47% of Gen Z professionals plan to leave their jobs within two years. 🤯 But what's really driving these decisions? It turns out, career growth and work-life balance are the true game-changers. While 78% of Gen Zs switch jobs for career advancement, many HR professionals assume it's all about the money. In reality, only 25% prioritize pay as the main motivation! 💼💰 For Gen Z, it's not about working harder; it’s about working smarter. They want a balanced workday—one where routine tasks are handled efficiently, leaving space for skill-building, growth, and some headspace to breathe. 🌱 Are we paying enough attention to these needs as employers? 🤔 Maybe it’s time to rethink what we offer and make balance a priority—not just for attracting talent, but for retaining it. 📢 What do you think—is your workplace aligned with these values? Let’s discuss! 👇 #GenZ #WorkLifeBalance #CareerGrowth #EmployeeEngagement #FutureOfWork #HRInsights #TalentRetention

Turnover is expensive for organizations.  Gallup estimates that replacing leaders and managers costs about 200% of their salary, replacing employees in technical roles costs 80% of their salary, and replacing frontline workers costs 40% of their salary, along with unmeasured losses in morale and knowledge.  When a top performer leaves, it can cause other employees to reevaluate their own roles, worry about job security or even question the company’s future. Voluntary turnover can also eliminate role expertise gained from years of performing well and disrupt workplace friendships that boost engagement. The costs extend beyond monetary losses.  Employees who receive high-quality recognition are less likely to leave their jobs. Longitudinal data from 2022 to 2024 show that well-recognized employees are 45% less likely to leave after two years.  Discover how to provide the type of recognition that improves employee retention: https://lnkd.in/gNg7mCjp

5 Reasons Culture Beats Salary Every Time (And how to build it) Have you noticed this? A salary increase makes you happy once a year. But a healthy culture keeps you happy every day 😊 Sure, paychecks matter. But culture? That’s where real happiness comes from. A healthy workplace isn’t built overnight. It takes effort. Every single day. So, what does a healthy culture look like? 1️⃣ Open communication → People feel heard and respected. 2️⃣ Recognition that matters → Celebrating wins, big or small. 3️⃣ A focus on well-being → Supporting mental health and work-life balance. 4️⃣ Teamwork and trust → Building real connections beyond job titles. 5️⃣ Growth opportunities → Helping employees reach their full potential. Why does this matter? Because culture defines everything. When employees feel valued ➨ they give their best. When teams trust each other ➨ they thrive. When well-being is prioritized ➨ productivity soars. Leaders, take note: ➢ A healthy culture isn’t a “nice-to-have.” ➢ It’s the foundation of success. Here’s the real question: What are you doing today to build a culture that keeps your people happy? Share your ideas below! 💬 ♻ Repost to help your network. And follow Christopher Rainey for more. 📌 P.S. Subscribe to our FREE newsletter. Join 120,000+ HR professionals who receive weekly tips via email and social https://lnkd.in/eAdb6ydY

Has #hiring gotten tougher in 2024? As workforces keep expanding, finding the best talent has become quite a challenge. Discover how this is affecting wages, retention, and recruitment in our latest report. #CEO #SmallBiz #WorkforceGrowth #Vistage

The four reasons employees don’t try their best after six months in a job: 1. Poor fit 2. Disengagement 3. Organizational politics 4. Personal circumstances

Changing expectations and stress on a downward trend: 2024 People at Work report. ADP Research Institute conducted the 2024 version of its annual People at Work survey covering 35,000 workers in 18 countries. Among the takeaways from this year's report: 1. Cost-of-l­iving increases influence expectations for pay. Seventy-seven percent of workers expect a pay increase in the next 12 months. Employers need to manage changing, and sometimes lofty, worker expectations. The report advises employers to adopt transparent communication and fully explain corporate initiatives and their impact on the issues workers care most about, including salary, worker flexibility, career progression, and training opportunities 2. A five generation workforce becomes common. Employers will need to address the differing priorities of a workforce with wide-ranging ages. Example adults aged 25 to 34 are less likely than any other group to make day-to-day enjoyment of their jobs a top priority (26%). Workers 55 and older prioritize autonomy over their time more than their younger counterparts. 3. AI's relationship to job skills. For employers looking to integrate AI, building employee trust and investing in skills development will be crucial. Most workers (53%) lack confidence that their employer is investing in their skill development. 4. Stress is on a downward trend. The share of workers who say they experience stress every day has fallen from 19% in 2021 to 16% in 2022 to 15% in 2023. 32% of employees said they feel moderate stress, or stress multiple times a week, down from 34% in 2022. 52% of employees feel low stress, or experience stress once a week or less, up from 50% in 2022. See report below.

🚨Why bother with company culture when everyone's just going to leave anyway? 🚨 Let's face it: - 3x more job switches among remote workers (Revelio Labs). - 50% of Gen Z ready to jump ship ( new #Forsa survey by New Work SE). - 33% won't stick around for more than two years Why pour resources into organizational culture if everyone's leaving anyway? Especially when the exit reasons often are: - Lack of appreciation. - Toxic culture. - Ineffective leadership. ...And yes, while salary plays its part, the core issues are not about money—they're about behavior! Here’s the kicker: the massive turnover isn't a sign to stop investing in culture; it's a wake-up call for businesses to rethink it. The focus? Building a strong culture that not only retains talent but attracts those aligned with your values and vision. The real question isn’t why invest in culture, but how to make it so compelling that leaving feels like a loss. Think about it:  - Are you recognizing your team's efforts? - Does your culture promote growth and opportunity, even remotely? - Are your leaders champions of this culture, or its biggest liability? Salary, marketing, brand might get them in the door, but it's the culture that keeps them. In a world where job-hopping is the new norm, a strong culture is not just an asset; it's your best defense. 🔥 The challenge is clear: Adapt and thrive, or stick to the old ways and watch talent walk out the door. What’s your move? #CompanyCulture #RetentionStrategy #Leadership #RemoteWork #GenZ #FutureOfWork

Layoffs have long lasting effects on morale, impact performance and can take up to 24 months to recover from. Oscar-winning Pixar director Brad Bird has a famous quote: “If you have low morale, for every $1 you spend, you get about 25 cents of value. If you have high morale, for every $1 you spend, you get about $3 of value.” Culture Amp's research evaluated 146 companies that experienced layoffs between March 2020 and November 2022. The study revealed that while layoffs can be necessary, they significantly impact employee engagement in the long term. Follow this link to learn more about the findings in the article featured in the Harvard Business Review.