(BPT) - Ever wanted to quit your job? If yes, you're in the majority because according to Gallup, 51% of the U.S. workforce is open to leaving their current position. What's worse for employers, it can cost one-half to two times an employee's annual salary to replace them. This makes the retention of your current workforce extremely important for any company wanting to run smoothly without racking up hiring expenses.
The best way to retain employees is through engagement. Gallup notes that engaged workforces have 78% less absenteeism, 18% higher sales productivity and 23% higher profitability.
The question is how. Studies and surveys of employees have found three common engagement problems, and actionable solutions your company can implement immediately.
Engagement problem No. 1: Engaging in professional development
As of 2025, 9% of employees specifically cite a lack of "advancement, development or career opportunities" as their reason for leaving.
Solution: Offer clear growth opportunities
Long-term career goals like promotions and pay raises with measurable performance requirements give employees milestones to work toward. But promotions aren't the only path to career progress. Your team wants access to certificate programs and professional networking that can build expertise and soft skills.
Engagement problem No. 2: Engaging in employee appreciation
According to WorkHuman, over half of surveyed employees feel only somewhat valued (46.4%) or not valued at all (10.7%) by their workplace, meaning over half of employees don't feel acknowledged and appreciated for their work.
Solution: Implement a Rewards & Recognition (R&R) program
Studies show employees are 45% less likely to leave their jobs when they're recognized and R&R programs can decrease turnover by 40%.
Reward employees every day with these ideas:
- Well-stocked breakrooms – Offer cafe-quality beverage options in the breakroom with Java House's ready-brewed Peel & Pour Pods that come in a variety of roasts and styles, including iced coffee, lattes, hot cocoa and tea. With a wider selection of options readily available, employees are less likely to leave the office for a coffee or beverage break in the middle of the day.
- Branded gear – Outfit team members with quality branded merchandise like the customizable options from Lands' End to serve as both a token of appreciation and a symbol of pride employees can literally wear on their sleeves.
- Thank-yous – Saying "thank you" can go a long way in showing appreciation for employees, especially when paired with team-wide recognition in emails, Teams or Slack.
- Awards – Regularly celebrate employees' accomplishments together by implementing an "Employee of the Month" program, a quarterly certificate program or an annual awards ceremony.
Engagement problem No. 3: Engaging worker flexibility
Flexibility doesn't just mean working from home. In fact, 58% of American workers are front-line employees who cannot work remotely.
Solution: Encourage work-life balance
"Work-life balance" refers to the balance between the time spent working and the time spent with family or doing other enjoyable activities. This looks different for everyone, but workers agree it's important.
Gallup shares that 31% of workers cite their well-being and lack of work-life balance as reasons for leaving their current employer. To counter this, let employees know you care about them in and out of the office with policies like flexible working hours, PTO, and maternity and paternity leave.
Engaged employees are critical to workplace retention. Ensure employees know you appreciate the work they do by investing in their skills, granting them flexibility, and regularly rewarding and recognizing them.
