Work Institute

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As we look ahead to 2025, we’re conducting a quick survey to gather perspectives from HR professionals like you on the key retention issues that matter most. Your expertise is invaluable in shaping the future of workforce strategies. Plus, by participating, you’ll receive early access to the results and a chance to benchmark your organization against industry trends. 🕒 Deadline to Participate: December 31st Let’s shape the future of employee retention together. Click the link in the comments to participate. #EmployeeRetention #HRLeadership #WorkInstitute #HRInsights #RetentionTrends

Are employers unknowingly breaching their fiduciary duty? Employee turnover isn’t just a people problem—it’s a financial one. We’ve uncovered compelling insights in our latest article, “Does Failure to Manage Employee Turnover Constitute a Fiduciary Breach?” Here’s the truth: Every resignation comes with hidden costs—recruiting, onboarding, lost productivity—that can impact your organization’s bottom line. But could the mismanagement of turnover also be a breach of an organization's responsibility to act in the best financial interest? In this article, we explore: 🔍 The financial impact of employee turnover 📊 How turnover management aligns with fiduciary duties 🛠️ Steps leaders can take to protect their workforce and their balance sheet Follow below to read the full article and learn how to align retention strategies with your fiduciary responsibilities.

Your insights are needed for the 2025 Retention Report: Share your input on the key challenges and opportunities organizations face to retain top talent. By completing this survey, you’ll play a crucial role in shaping the findings of the 2025 Retention Report and contribute to actionable solutions for today’s workplace challenges. Follow the link in the comments to begin the survey that will take less than 10 minutes to complete.

Organizations that act on employee feedback insights & prioritize employee needs not only stop the downward satisfaction trend but also create workplaces where employees want to stay & grow. Ask for feedback ➡️ Understand feedback data ➡️ Develop a retention strategy ➡️ Execute the retention plan 🔃

How will your employees describe work and their career when it is inevitably brought up at Thanksgiving? Will they share how they're seen as a valuable and insightful employee who is needed or will they mention how bad it is and they're ready to quit? https://hubs.li/Q02Z9LqH0

56% of employees plan to seek a new job in 2025? What proactive steps is your employer taking today to ensure half of their workforce does not quit next year? How much confidence do you have those strategies will help to retain employees?

Using an outside, independent company that specializes in employee satisfaction and longevity allows your employees to be open about their feelings while reducing your company’s employee turnover. Discover the Top Five Benefits of Outsourcing Employee Feedback https://hubs.li/Q02Yd7VR0

Exit Interview data not only shows why former employees quit the organization. They also uncover the reasons why current employees will quit. https://hubs.li/Q02Yc_Mc0

Timing alone is the biggest mistake companies make while conducting Exit Interviews. If your organization is collecting exit data during termination, it will be contaminated by: 1️⃣ Emotion that may still be active when someone leaves an organization 2️⃣ Fear of burning bridges or getting bad recommendations 3️⃣ Lack of opportunity to process and think about their employment and their reasons for leaving in more depth 4️⃣ Lack of time to experience their new employer (if they have one) 5️⃣ An urgency on the part of exiting employees to leave because they are possibly embarrassed or angry, resulting in clipped, less rich answers to questions When companies wait two weeks after the employee leaves to conduct the interview, it reduces emotional baggage, allows for a more thoughtful look at the past, and provides exactly what companies need to affect positive change and reduce turnover.