Unfortunately, there are many problems facing our working world here in the United States – and these problems have some very serious consequences indeed. For instance, it is far from uncommon for a person to leave their job if they have been offered a better one. In fact, up to 60% of all Millennials – known as the job hopping generation for this very reason – have stated that they would be willing to give up their current job for a better one, should the better offer come along. In addition to this, more than two and a half million people left their jobs voluntarily back by the June of 2015. In the years that have followed since, this number has likely only increased – and will continue to increase, if what ails our working world is not remedied.
And there are a great many problems indeed that must be solved, of this, the typical HR executive search consultant is well aware of. As any HR executive search consultant or anyone working for a job placement agency can tell you, even how hiring is conducted will often need to be restructured. The role of an HR executive search consultant can be instrumental in fixing a company’s hiring process, and this role of HR executive search consultant (as well as similar roles in the field) is immensely necessary in many places. After all, more than one full third of all surveyed top executives feel that poor skills matches between roles and candidates hired is a real problem – perhaps even the leading one behind our troubling retention rates. But when an HR executive search consultant or professional job placement agency is utilized, the likelihood of hiring the wrong candidate drops considerably. Therefore, any money spend on an HR executive search consultant is likely to be more than worth it at the end of the day.
In addition to the role played by the HR executive search consultant – as well as the importance of refining the hiring process altogether – the importance of supporting employees once they are actually in the workplace is critical. Unfortunately, this ends up happening far less than you might think. As a matter of fact, up to 80% of all employees working throughout the United States have stated that they do not feel that their superiors are encouraging them (and providing them with the resources necessary) to do their best possible work. It’s no real wonder, then, that so many employees are feeling various levels of apathy.
Fortunately, there are steps that can be made to change this situation – and even small steps can have an impact in cases like these. In fact, even putting an employee recognition program into place can have a largely positive impact. Up to 86% of all companies who have put such a program into place have even seen an uptick in overall employee happiness as a direct result. And when employee happiness is on the rise, it is much more likely that the quality of employee work (as well as the quantity of it, for that matter) will also climb. And, of course, employees will certainly be much more likely to stick around at their current place of employment for a considerably longer period of time, improving overall employee retention rates perhaps even quite dramatically (though this is something that certainly can vary from company to company).
For a great many people, the working world is very much a broken one. All too many employees are not properly trained for their jobs, not properly hired, and not properly supported in the workplace either. Fortunately, however, there are a number of steps that can be taken to deal with such issues. And while not all of these steps are necessarily reinventing the wheel, there is something to be said for even small change, as even these relatively small scale changes can have a considerable impact at the end of the day. Therefore, they are well worth putting into place, all things considered. Hopefully, more changes like this, and beyond, are made in the years that are ahead of us.