Employee Retention Strategies is uniquely designed to provide small- to medium-sized organizations (and business units of large organizations) with affordable, effective, fast and lasting solutions to improve employee retention,
satisfaction and commitment.

The (Very!) Good News About Employee Satisfaction
Shows Positive Results in Bottom Lines & Customer Loyalty

     Organizations that make commitments to creating the type of workplace cultures that fully engage employees at all levels continue to reap abundant financial rewards, as well as enhanced reputations among customers, potential customers and among skilled, top-performing prospective employees.

Consider the following:

• Money invested in the “100 Best Companies to Work for”® would have returned almost three times more than the same amount of a portfolio in the S&P 500 during the past six years
   

• The Number 1 “Best Company” for 2007 is Google, where turnover is 2.6% -- a record low. Keep in mind that Google has a fast-paced, stressful and demanding work culture!
   

• The 2006/2007 Work USA® survey of more than 12,000 US workers across all job levels and in all major business sectors shows that financial performance of organizations is strongly related to employee engagement.
   

• This same study found that, for the typical S&P 500 organization, a significant improvement in employee engagement is associated with a $95 million increase in revenue.
   

• Additionally, the Watson Wyatt Human Capital Index® study of 147 employers found that firms that fill vacancies quickly (within a month) have financially outperformed those that take longer by 48 percentage points over a three-year period.
   

• A study by Cornell University professor Christopher Collins found that small businesses that implement employee-management strategies experience 22.1% higher revenue growth, 23.3% higher profit growth and a 66.8% reduction in turnover over companies that do not use similar practices.
   

• In the world of healthcare, where nursing and healthcare worker shortages are extremely challenging, Magnet Hospitals, accredited for low turnover and better patient outcomes by the American Nurses Credentialing Center, found savings not only in turnover costs but also in shorter patient stays.
   

• An organization with 3,000 employees and an average salary of $45,000, a 1% reduction in turnover equals savings of more than $1.3 million, according to a 2002 study by the Voluntary Hospitals of America.

     What is more difficult to measure is the value of the good or excellent reputations of organizations with high employee engagement when it comes to attracting the best talent. The value of “I really want to work there!” is hard to measure, yet priceless in recruiting efforts.

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Your Research-Based Retention Resource

Employee Retention Strategies
(602) 493-0585
info@employeeretentionstrategies.com