More than just an employee survey
TINYpulse discovers how your employees are feeling, and performing
We’re excited to announce the findings of a new research study that TINYpulse has co-authored with Owl Labs, on the state of remote work. The study is one of the first of its kind to focus on employee success and retention for remote workers.
Brooks Holtom, professor at Georgetown University, has spent the better part of the last 20 years researching organizational people practices. His research has focused on how organizations acquire, develop and retain human and social capital. Publishing to much acclaim, his research has appeared in the top journals in management, and in newspapers and magazines like The Wall Street Journal, The New York Times, and the Washington Post.
It should come as no surprise that companies that lead in employee engagement are often some of the most successful and profitable companies. Poor employee engagement means turnover, low morale, poor customer service, and a general blow to your bottom line. However, the issue becomes ultra-costly when high-performing employees start leaving because of low engagement. Similar to keeping good customers, the cost of replacing high-performers easily outweighs the cost of retaining them. This easily illustrates why employee retention is important.
It costs a lot to hire an employee. On top of salary expenses, there are also benefits to be paid and costs associated with recruiting and onboarding. Additionally, companies also have to deal with a learning curve; it can take as much as two years for a new hire to become completely productive.
Employee retention is always difficult, and when your best people leave, it’s especially painful. Not only do you miss out on your strongest employees’ skills, knowledge, and contributions, you also have to deal with the remaining members of your team who will likely be upset, discouraged, or worse.