While you may have given this much thought, data can help you and HR.
This could be a way to engage with your team and recognize the things that matter.
Read on to find out what the data says about the most common advice you may hear and if it could be helpful to your business.
Suppose we use the World Economic Forum for our working statistics.
In that case, we can see that 70% of employees say they are disengaged with work, which has been shown to affect productivity and creativity and leads to 87% of those engaged is less likely to quit.
Part of this issue may come down to the job roles your business is set up with, as they may allow for some creativity, but this may come at a cost.
This may be due to rules and the fact that there may be a few variations in your employee's job.
These rules and processes may end up hurting your productivity line, which can be proven by the fact that only 36% of people feel engaged with their work, while the global figure is 15%.
So then, business owners may already be feeling this problem even if they have a reasonable employee retention rate, but for the specifics, we may have to go deeper, which we turn to next.
If you have a tight group of people and there may not be any employee representation, you should consider whether pay negotiations are worth doing.
If not, look for ways where employees have some say on their income.
We can look at the industry standard using tools like Paylab or the US Bureau Of Labor Statistics site, where you can see pay by averages, sector, and market size.
Here you can get am idea on how to make these negotiations more productive.
A study by 400 major businesses found that poor communication costs these employers millions of dollars as these employees needed to be more directed with their talents.
A good way to make ground here is to ask your employee what they enjoy about their role and whether any training would help them.
It can also help if you have a big project coming up where you would benefit from the skills shown by that employee.
You could break this trend and find ways of offering your recognition, so you could do this weekly or fortnightly, whichever work for you.
Again it all comes down to asking what your employees want to make them feel worthier and more productive.
That figure is around 72%, and less surprising is that 77% of Americans who have worked full-time suffer from burnout at some point in their jobs.
There is also a growing trend of people working on the weekends, which may be something you wish to address.
For example, offering people the choice to work from home has given people a lot of flexibility in their jobs and has generally helped them feel more positive about their roles.
While this may not be possible for you, things like this give employees more flexibility.
This also explains why publications such as the Harvard Business Review look at these values and see the need for their existence.
This, in turn, helps potential customers get an idea of what their business is and what they care about, which can be very effective.
These values have been described as being authentic and having a sense of urgency, so they sound more like the result of a mistake that has been picked up on, and the process of learning past this is underway.
For example, as a whole, the average employee is [productive for 60% of their workday, but for office employees, this is much lower at only 31%.
This can be even more concerning when you think that this equates to office workers only being produced for only 4.8 hours per day.
As we have said, this could be down to many things, so instead of trying to isolate the issue, have consultations over these and ask why these aspects are less satisfying than others.
You may be interested in using forms of AI or software to streamline this process.
The key here is to understand that there may be an emotional or habitual factor that you may have to look into if you want to focus on retention and keep employees working for your business.
