If you’re tired of high turnover rates, disengaged employees, and lackluster productivity, your organization might be missing a key opportunity to increase employee happiness and engagement: personalized development plans! 

The “quick apply” button on job boards makes finding new opportunities as easy as swiping right on a dating app. One click and they’re matched with a potential employer. So it’s getting harder and harder to keep employees from swiping left and right, and bouncing from one job to another.

Gen Z’s got a pretty grim reputation in the workplace. Leaders like to call them self-absorbed, sensitive, and demanding. And claims have been made that they’re the least resilient generation to date.

Toxic work environments are quickly being cited as one of the most common reasons for workplace attrition. In fact, an MIT Sloan study found that toxic work environments were 10.4 times more likely to be responsible for attrition than compensation! So nipping toxicity in the bud has to be one of the top goals of any organization.

Take a walk around your workplace and listen to what employees are saying. You won’t get far before you hear someone talking about burnout. Burnout is why you have more employees missing days of work, why your team’s productivity is down, and why turnover rates continue to rise.

Employee engagement numbers are dropping for the first time in over a decade. 2021 and 2022 each saw a 2% dip in employee engagement across the US — reversing a 12-year upward trend. 

If you haven’t heard, we’re living (and working) in the midst of a mental health crisis. Maybe you’ve noticed employees calling off work more frequently or your team’s productivity diminishing. These, among others, are signs of an unhealthy workforce. 

A few years ago, you may have been able to argue that recruitment marketing was ‘nice to have’ but that you could also fill positions by posting on the right job boards. Sadly, those days are long gone.

Do you really know what your current and past employees think about you as an employer?

Candidates are wary of big promises and over-hyped perks they’re sold during the interview process. They want to know, when the rubber meets the road, what their day-to-day experience will be like as your employee.