The evolving workplace trends of 2025 includes shifting from the Great Resignation to the emerging Great Detachment—a period of increasing employee disengagement. Recent studies from Gallup, The Conference Board, and Harvard research, help us uncover the real reasons employees leave and what organizations can do to foster engagement and retention.
Federal job cuts are dominating the news, raising concerns about how these changes will affect employment in the private sector. Many long-term federal workers, who once relied on job security, now face an uncertain future, prompting questions about whether the resulting job market shift will ease hiring challenges for other companies.
A re-visited 2023 Harvard Business Review article on retaining healthcare workers still resonates today in 2025 and applies to all industries. The critical takeaway is this: Improving organizational culture is a leadership challenge that is more complex than finding the money to increase compensation or correcting the problems that cause unhappiness.
AI is changing the workforce, but will it replace enough jobs to solve the worker shortage? The latest labor market trends and job automation predictions means businesses must focus on employee retention now to stay competitive today and into the future.
America’s declining birth rate threatens its economic future, with a shrinking workforce and increasing job shortages. As nations scramble for solutions—immigration reforms, financial incentives, and workforce shifts—who will emerge victorious and solve the riddle of how to survive the urgent need to retain top talent.
The U.S. is facing a looming labor shortage as college closures rise, birth rates decline, and workforce demand outpaces educational attainment. Leaders must prioritize talent retention or risk being caught in a hiring crisis that could cripple their businesses.
Really bad according to a new study. A change in employment creates 50% of the stress of a divorce and 50% more than quitting smoking. So let’s ask ourselves what could be SO bad that they are willing to go through half of the same stress level as if they were getting divorced? They can’t all be leaving for just for pay or better opportunities.
What the data and projections for our workforce suggest is that now is the time to get a lot smarter about who we hire and how we retain them. HR can drive the necessary changes starting right now. Here is my list of resolutions that will lead to cutting turnover in this new year, and into the future.
It is possible that many companies think early turnover is just “the cost of doing business.” My recent work with the U.S. Census Bureau makes clear that there are fewer new workers coming our way, so I think it is time that we get a lot smarter about who we hire and how we retain them. Here are four ideas that I promise will work because if you don’t address it now, turnover may just cost you your business.
When I speak at HR conferences, I often ask the group to raise their hands if they know who their worst five managers for turnover and engagement are. The great majority immediately raise a hand. So your worst performing managers are well-identified and are known to those who rank both above and below them.