Did You Know?
Facts & Figures
According to Gallup,
organizations with high employee engagement are 21% more profitable.
The cost of bad hires:
The cost of a bad hiring decision can be up to 2.5 times the employee's annual salary.
Business Implications :
The significant costs associated with bad hires underscore the importance of investing in robust selection processes, and people and organizational development, to minimize financial losses.
(Sources: Founder’s Lexicon, Gallup, PricewaterhouseCoopers, Deloitte)
Business Implications :
The significant costs associated with bad hires underscore the importance of investing in robust selection processes, and people and organizational development, to minimize financial losses.
(Sources: Founder’s Lexicon, Gallup, PricewaterhouseCoopers, Deloitte)
Upskilling & Reskilling:
According to LinkedIn Learning, 94% of employees would stay with a company longer if it invested in their development.
Business Implications:
Strategic investment in employee development increases retention and loyalty, thereby reducing turnover and promoting long-term stability. Effective training programs are essential to improving employee satisfaction and ensuring sustainable business success.
Business Implications:
Strategic investment in employee development increases retention and loyalty, thereby reducing turnover and promoting long-term stability. Effective training programs are essential to improving employee satisfaction and ensuring sustainable business success.
Using Artificial Intelligence (AI):
A survey by Oracle and Future Workplace found that 64% of people trust a robot more than their manager for career advice.
Business Implications:
The increasing preference for AI-based advice over human guidance highlights the need to invest in leadership training. The goal is to improve their coaching skills and increase employee confidence in their leadership.
Business Implications:
The increasing preference for AI-based advice over human guidance highlights the need to invest in leadership training. The goal is to improve their coaching skills and increase employee confidence in their leadership.
Untapped Potential:
Approximately 70% of people believe they are not using their full skills at work.
Business Implications:
There's a significant untapped potential in the workforce. Organizations should provide training and career development opportunities to unlock this potential.
(Source: Gallup Engagement Index)
Business Implications:
There's a significant untapped potential in the workforce. Organizations should provide training and career development opportunities to unlock this potential.
(Source: Gallup Engagement Index)
The Power of Recognition:
Research shows that 69% of employees would work harder if they received more recognition for their efforts.
Business Implications:
Implementing a system that recognizes employee achievement can improve morale and increase productivity.
(Sources: Gallup, Deloitte, Pew Research Center)
Business Implications:
Implementing a system that recognizes employee achievement can improve morale and increase productivity.
(Sources: Gallup, Deloitte, Pew Research Center)
Employee Happiness:
Studies have shown that happy employees are up to 20% more productive than their unhappy counterparts.
Business Implications:
Investing in employee satisfaction is critical to improving overall performance.
(Source: „The Happiness Advantage“, Author: Shawn Achor)
Business Implications:
Investing in employee satisfaction is critical to improving overall performance.
(Source: „The Happiness Advantage“, Author: Shawn Achor)
Employee Feedback:
65% of employees want more feedback. Organizations that provide effective feedback have 14.9% lower turnover rates.
Business Implications:
It is paramount to establish regular feedback processes, as it is a vital and business-critical aspect of any organization.
(Source: Global Talent Trends, LinkedIn)
Business Implications:
It is paramount to establish regular feedback processes, as it is a vital and business-critical aspect of any organization.
(Source: Global Talent Trends, LinkedIn)
Culture of Trust:
Organizations with a high culture of trust report 74% less stress and a 50% increase in productivity.
Business Implications:
Developing a culture of trust within the organization is essential.
(Source: „The Trust Edge: How Top Leaders Gain Faster Results, Deeper Relationships, and a Stronger Bottom Line“, Author: David Horsager)
Business Implications:
Developing a culture of trust within the organization is essential.
(Source: „The Trust Edge: How Top Leaders Gain Faster Results, Deeper Relationships, and a Stronger Bottom Line“, Author: David Horsager)
Digital Transformation:
85% of the jobs that will exist in 2030 have not yet been created.
Business Implications:
Continued investment in training and adaptability is critical.
(Sources: World Economic Forum (WEF), McKinsey Global Institute (MGI))
Business Implications:
Continued investment in training and adaptability is critical.
(Sources: World Economic Forum (WEF), McKinsey Global Institute (MGI))
Work Remotely:
74% of employees would consider quitting their job for the opportunity to work remotely.
Business Implications:
Adopting flexible working models and supporting hybrid and/or remote working environments is critical.
(Sources: Gallup, PricewaterhouseCoopers, Deloitte)
Business Implications:
Adopting flexible working models and supporting hybrid and/or remote working environments is critical.
(Sources: Gallup, PricewaterhouseCoopers, Deloitte)
Lifelong Learning:
More than 70% of employees believe they lack the skills they need to succeed in their current roles.
Business Implications:
Organizations should actively support lifelong learning to continuously improve adaptability, innovation, and competitiveness.
(Source: Study by the startup zavvy.io)
Business Implications:
Organizations should actively support lifelong learning to continuously improve adaptability, innovation, and competitiveness.
(Source: Study by the startup zavvy.io)
Job Change Consideration:
An analysis by Culture Amp, a provider of employee survey and feedback solutions, reveals that 23% of German employees are currently considering changing jobs within the next twelve months or are actively looking for new opportunities. This indicates a very high risk that approximately 10.5 million employees in Germany could leave their company this year. This is five points higher than the global average of 18%.
Business Implications:
To proactively address the brain drain, it is essential that organizations invest in comprehensive retention strategies and practices. These include career development, training, work-life balance, and a supportive work environment.
Business Implications:
To proactively address the brain drain, it is essential that organizations invest in comprehensive retention strategies and practices. These include career development, training, work-life balance, and a supportive work environment.
„Employees are a company’s most valuable asset. They are the engine and spirit of the business. Invest in them, and they will invest in your company.“
Anne M. Mulcahy, former CEO of Xerox Corporation