You Can Measure That ROI Decision When You Invest In Your Top Performers
  • Not getting along with the person who is directly superior to them
  • Better work/life balance
  • Desires More Money
  • Lack of career growth
  • And challenging assignments provided by peers or managers alike

The most common reasons for leaving a job are not financial. Employers can do much to address these issues but frequently only give lip service when it comes down to how they improve the employee experience and make their employees happy at work - which would likely lead them out of business in TODAY'S economy!

Employers should understand that every employee has a different perspective on the issues they face in their workplace.

This way, no matter an individual's beliefs or opinions about any given situation, whether this pertains to religious practices like prayer rooms or personal choices such as wearing certain types of jewelry while commuting to work. Together with co-workers who may have opposite lifestyles, everybody can still feel welcome and included within professional settings where teamwork is critical!

Once you think about your employees as people, not numbers or units of production, and replace the factory mindset with human resource management that aligns with a growth vision, things will take on a new perspective. This includes replacing attitudes like "I'm only here for one day so let me do what I can," which means "go ahead, make my life difficult." The message must be clear: if this is who we are at our core--our humanity-is front and center where it belongs!

Companies that are forward-thinking enough to track their key performance indicators of retention have historically done a reasonable job at tracking employee satisfaction levels, turnover rates, and benchmarks for similar organizations.

These measures do little, however, in illuminating why there can be issues with retaining workers; this is because they only look at the surface level, which doesn't go deep enough into what may cause people to leave or stay put within an organization.

Tracking the satisfaction levels of employees will allow you to see where they need improvement and how best to satisfy their needs. This insight can then be utilized as a tool for retention since happy workers are more likely than unhappy ones to do better work and stay on longer in your company!