You are listening to trinity employments, eight player Matchmaker podcast, starring your Tulsa Staffing host and the cofounder of Trinity Employment Specialists, Cory Minter. Hi and welcome to a player matchmakers.
We’re always trying to find ways to add job, add value, not had jobs, add value to job seekers and employers. The title of this podcast is why employees quit 20 stats that employers need to know. But we looked up 20 stats and I don’t know that we’re going to have enough time to go over those, but we’re going to try to pick some of the most important ones, uh, that, that we, uh, that we found. So if, if you are struggling with your staff wondering why is everybody mass exiting out of here or if you’ve missed, uh, the opportunity of retaining one of your top employees, uh, some, some of these things are just really eyeopening for employers. I think it’s important to just to just know why a lot of people leave their jobs because we want to help our employers that we work with to retain the employees that we try to place.
I think it’s very, very important. So one thing we’d like to ask for each one of these, we don’t do this podcast and make money or anything like that. We, we want to add value to employers and employees. And so if you find this content helpful, please share it. Uh, let, let your friends know we’re going to be posting some of this stuff up on Facebook and, and uh, and linkedin. And so please let people know about it. We’d love to have you as a guest. So we want to go ahead and get started here. Um, out of respect for the topic, I, I’ve found a song that I thought would just be wonderful and I played it throughout the entire, the whole office. Meb blasted in my office and everybody’s trying to figure out what’s gone wrong with crazy Corey over here. I’m just trying to work. I’m just trying to be professional on this crazy song. Starts flying out from maybe Avaya Johnny paycheck, but you’ve never heard it before. Heard it before. All right, so Ethan is never heard this song. I’m going to have him play it for us real quick. I can’t believe you ever heard this before. Well, it’s from 1977. Oh, well, there you go. All right. This benefit, it’s an iconic song. Better be good. All right. Yeah. Take this job and shove it.
Oh yeah. So that he’s never heard this song before. He has no idea that this, this has been a thing. But apparently a lot of Americans have really identified
five with this song. So we’ve got, we’ve got several, we’ve got several statistics that, uh, that we’re gonna share with you on why a lot of people quit their jobs. The very first one is in a survey of 2000 almost half said that they were looking for a new job and cold and corporate culture was the reason. So they said, take this job, make you just tried to move on from that song without giving me time to process. Oh, that was a nightmare. Well, in my mind, there’s, there’s this trucker driving around and some trucking manager does something to him and it really irritates him. Yeah. And he’s, he comes up with a song in his head and he’s just singing it while he’s going down the road, you know, just take this job and shove it. I work in here no more. Oh, that’s good man.
Good quote. Well, one of the, one of the most important things and why people quit is company culture. Sure. You’re either having fun at work, um, you’re either or you’re, you’re in a growth top of an opportunity or you’re just bored. Tearless you know, I’ll tell you what I, I was not bored when listening to that. Oh Man. Yeah, that’s important though. Well, and I’ll say, I’ll tell you, doing random things like that is part of my way of trying to create a non boring culture. You know, you never know what’s gonna go on. And I, some things I don’t even want to share on what goes on in our, in our office, but it’s a lot of bantering in a lot of people laughing now we work hard and then we’ll laugh hard and, and we try, listen, that’s intentional. That’s something that’s created. And so employers, they just need to remember that that is the statistic.
That’s how many people are not happy with their company culture right now, which is pretty big. And uh, this next one, this next stat, why people leave their jobs is one that I know you’ve been looking into pretty seriously Corey, but flexjobs did a study and said that 82%, 82% of employees said they’d be more loyal and less likely to leave if they had a more flexible job. Yeah. I have read everything that there is to read about what employers are doing. And it’s no secret that that is, that is a thing that a lot of the top talents looking for my slant on it has, has been a little bit different. Um, when, when people have something happen at home, um, like, like the other day one, one of our Tulsa Staffing employees here had their dog got hit while I was like, go, go home, go take care of that.
Yeah. That, that was what was important to them and it wasn’t an undue hardship on the company, but it was really appreciated. And we, we asked no questions. We’re like, get after it. Now we have created a staff that, I don’t believe that there, I don’t think there’s one person in, in our company right now that takes advantage of us on that. Now I will tell you in the past part of what we tolerated, we have people that absolutely took advantage of it. So it’s easy for us to do that. Whereas there might be a lot of employers out there. It’s like, I can’t do that. You know, Susie’s going to go and you know, I’ve already got her taken advantage. They’re lying to me. You know? Luckily we’ve created a culture where, where that’s, that’s not the case, but you can get creative on those types of things.
And really it’s just paying attention to life and when it happens to people being gracious with it. Yeah, I agree. You know, we had, we talked as well about just ideas for flexible jobs and, and what that means. You know, some companies are able to do a little bit more like flex hours, you know, if it’s easier for you to come in from nine to six instead of eight to five, then that’s what you do. Um, or you know, you were talking, I know at one point about the idea of having like a, a place that we can go if we just needed to kind of get work done on our Tulsa Staffing own and we can go and not necessarily working from home but like a separate law office we could go to or something like that where you’re getting kind of creative, um, as to like how to fix some of those issues of flexible jobs.
But I think mixing it up gives people creativity. I really believe that it’s just, you’ve got it. You’ve got to make sure and be careful with who you let go out and do that. Because some people they’ll, they’ll take advantage of you or you know, it might be that they’re not meaning to take advantage of you at all, but they’re the type of person that they like that distracting type atmosphere. But they’re also very distracted in that, in that type of atmosphere. And so, you know, it’s, it’s really just a tricky thing. I, I know what I like, um, but also know how driven I am, so I’m not going to let a distracting atmosphere get in my way if I’m focused on laser like focused sure. Of, but I do think adding a different variety gives a lot of creativity. So trying to figure that out as something that I’m working on.
Yeah, definitely in, I like what you said, the way you phrased it is so much of that is just paying attention to life, you know, and paying attention to things like that. Man, some people really work better in this kind of, you know, we can kind of switch it up a little bit and just paying attention to your workers as like, you know, man, a lot of employers all over the United States everywhere and, and even we’ve been guilty of it, not intentionally, but we have been. But when work is so demanding and when you’re a business owner or a manager, it your, your customers are so demanding that uh, the, the ability to grow is so strong on you that oftentimes you forget that life happens to people. And listen, one of the most important things I think that employers can do is really give grace and understanding and empathy when something serious happens to someone because it’s serious in them.
And the, the, there’ll be loyal to you for that. And what I see in employers right now, I don’t see hardly any loyalty, very little loyalty. I mean that, that first step that we just showed, yeah. Shows that there’s very little loyalty to the employer. But I think that you can gain a lot of that just by treating people, uh, the way that you’d want to be treated if a lifetime situation happened to. Yeah. And that rolls actually just so incredibly well into our Tulsa Staffing next point that we’re going to say the next reason people leave, 92% of employers or employees say there’ll be more likely to stay with their job if their bosses showed more empathy. And that rolls in just perfectly with what you were saying. You know, bosses just being able to pay attention to life, pay attention to their employees and what’s going on and, and understanding that, you know, sometimes things have to be taken care of.
Let’s be done. You know, you, you have, you have some companies that manage with numerics and listen, we do too. You know that. Yeah. Um, but when numerics drive the executive and the executive only looks at the numerics and you’ve got a manager that knows that if they don’t hit those metrics, they’re in trouble. That rot there is, is where the grace needs to be given is that life might happened in those numerics might not be able to be hit. Now, if I were to, um, ask them, my friends who really are doing well as business owners, um, may and they would tell me I’m dead beat wrong. Yeah. Now we’re not nearly as big as those companies are, but in some instances our Tulsa Staffing culture is better. So it depends on how the, the company is managed. But I understand where the manager is. Like, we still have to get it done.
I can’t let you go do this, that or the other. But you know, we’ve just chosen to have a culture where when life happens, I think it happens to people. And that’s one of the ways that we, uh, create loyalty I think. Yeah, definitely. And, and we were just talking about a little bit earlier is that you, as you created your company, you wanted it to be something where you always do the right thing by our clients, by our customers, and also by your employees. You always want to be able to do the right thing. That’s something you wanted to stand for from the beginning. Oh yeah. And sometimes it’s really hard. I bet. Yeah, I bet. Because you’re sometimes, especially early on, I was the one, yeah. [inaudible] I was like, oh man, no stuff. Yeah. So, uh, the, the, the next one that we have there is engaged employees or 59% less likely to seek out a new job or career in the next 12 months.
And keeping people engaged is really, really important. You know, in the gate, the engagement level, we did a podcast not long ago where we had the statistics right in front of us. And I, I don’t, it escapes me. The number escapes me right now. I don’t know if you Ethan, but man, I could not believe the number of employees that were not engaged at work. Like it was somewhere around 70 or 80% are around 70. Yeah. I think ready to like 70% of employees are actively disengaged at work. Uh, holy smokes. Well in then, you know, I went to that conference the other day and uh, you remember me telling you that, uh, what was it was, it was 70% of all of the, um, the job searching activity happened on Monday morning morning. Yup. Like Monday morning between like eight and 10 30 or something like that. You know, I told, I told Cassie about it, one of our Tulsa Staffing lead recruiters who studies, uh, all, you know, when people, when we get the best results for heads, and she was like, yeah, that doesn’t surprise me for some reason we get cranked on Monday morning to do.
Yeah. So I was very surprised by that. I didn’t, I didn’t expect a bit that really supports, um, the 59% less likely to seek out a new job if they’re engaged. That and that supports how many people are unengaged in their, in their employment. I mean, I can think of few things that you want to avoid more as an employer than having your employees look for another job, but not only look for another job but do it while you are paying them to be at work. You know, especially Monday morning. Like that’s the, that’s getting your day. You think about the psychology of what you’re doing there. Yup. Kicking off your week, you’re kicking your week off with, I can’t wait to take this job and shove it. [inaudible]
uh, Johnny paycheck, Johnny paycheck getting us our Tulsa Staffing next man. Yeah. You know, Robert Half did a study and it says a, a strong learning culture led to 30 to 50% higher retention rates and companies. Um, which I think is, I mean that’s a huge number. I think about 50%. Like, man, if you just have a culture. And I remember when I started here, you were telling me I’m pretty proud of our onboarding process here and our v learning culture here. And it’s true. I mean, even to this day I feel very supported and no matter what, if I have a question, I’ve got people who are willing to help me and teach me and train me. Even now, I’ve been here almost a year and a half, you know? And um, not a lot of companies have that. A lot of companies have the figure it out on your own mindset. Yeah. Listen, I appreciate you saying that, but I gotta be honest with you.
One of the things that I’m, that I’m thinking about for our company is we don’t have enough. Like I want eventually I want us to have the best, I want us to provide training that gives, like there’s no question we have the best information available to our Tulsa Staffing employees in the entire Tulsa market and I just want to be confident of that. Yeah. And, yeah, I mean I, I love, I love what we’ve done because we’ve come so far over the last 10 years, but you’re going to see a change in that even more so in, here’s, here’s the reason why, and if you’re an employer, I want to encourage you with this man, technology is changing every industry in the country right now. It is moving so drastically fast. It, it’s, it’s very similar to the industrial revolution. Um, and, and we’ve gotta be careful with that.
And disruptors are going to change your business and if you’re not in front of it, we’ll then you’re going to be behind it and left and left behind a remember Codec. Um, they own the digital photograph. That’s right. And they sold it cause they’re like, yeah, this thing’s kind of crummy. And they, and they left technology man that companies not even around anymore. And that, that should be a good reminder of every business owner out there and managers will, that you better be on top of technology can be the smartest group in the bunch. Yeah, definitely. I, and I like what you said, tying it into the industrial revolution, man, it’s true. Like if you see the, like the amount of growth that happened in the world from the beginning, you know, from five years before the industrial revolution to the end of it, like it was ridiculous.
I or world was changed. And you see that even now, if you look back into, I mean 15 years ago, 20 years ago, like the incredible leaps that we’ve made from dial up internet now to everybody, everybody’s phone has internet 10 times faster than that dial up was, it’s in your pocket. Like there’s been such huge growth in a short amount of time. And just like the industrial revolution, the world has completely changed and it’s continuing to change well in a lot of things that are going to be changing. Um, a lot of industries, in my opinion, um, and I didn’t believe it at first. I thought they were ridiculous the first time I heard of AI, artificial intelligence. There’s a lot of new stuff that’s coming out that, you know, what people get excited about is that they’re going to be, you know, changing or reducing employee employees and they’re going to replace employees.
Now that’s going to happen some, but the customer service in the customer support that I’m seeing there is just, it’s just so ridiculous, um, on how that’s going to change industries. Yeah, you gotta have that learning culture for, I love this story. Um, Charles h dual, he was the commissioner of the U S Patent Office back in [inaudible] 1899, 1899 and he had a quote and he said, um, one time that everything that can be invented has been invented and he said that in 1899, um, which is pretty staggering, um, because when you really think about everything that has been invented since then, it’s, I mean, like for example, a toilet paper wasn’t invented until 30 year or till 22 years after that guy said that 1920. I just went to all the pictures. I was sitting there trying to figure out, you’re looking all right, so you guys don’t see it out there.
But he’s looking online and he, he, he’d reads that quote and then types and toilet paper and I’m like, where’s he going with this? What year it was. But yeah, so that guy, Charles Duel in 1899 he was, he was the commissioner of the patent office. So the co like he’s the guy that runs the office that patents new inventions and he in all seriousness thought everything that can be invented has already been invented. Like we’re done. We’ve peaked as a civilization, as a world. And he like so much was to be invented after that. And just to show the ridiculous and the ridiculousness of that, like I said, that 22 years before toilet paper rolls and the stuffs that they’re coming up with right now, Ethan, that, you know, when I go to these leadership conferences, when they’re telling us what to watch out for, um, you know, like I said, the Ai that they, they told us about some of that stuff really coming out about four years ago.
And I said, no way in this last conference that I went to, I got to walk through AI on how they use it for a staffing firm. And it was unbelievable. It was, it was really unbelievable. I couldn’t believe it. Yeah. Yeah. We, we probably bought bribe. Better move on. I can talk about this forever. It’s really interesting. Learning culture is important. There we go. That was all we had. The next one is 70% of 2000 millennials surveyed said that they would quit a job if it, if they lacked high performing and fast technology. Um, you know, that that also supports the learning. Uh, the learning culture. 62% of millennials are willing to quit their job in the next two years and work in the Gig economy, the Gig economy, which I actually think that’s an interesting stat when I read that because I’ve read a lot of articles about like that Gig economy, freelance work.
And what I’ve read is that a lot of people do it because they can’t get jobs. Um, not because they’re unmarketable, but because so much of like job, so, so, so many employers are really looking for degrees for certain training, for all these things. As you’ve got some people that don’t have the quote unquote requirements for a lot of jobs yet, they’ve still got the ability to learn it and talent do it. And so they started doing freelance work to give themselves some of that experience so they can then go get a job. So this was an interesting stat to me because what I’ve read, it was kind of like the opposite. Like millennials aren’t really loving the GIG economy. They’re kind of doing it cause they have to use it as a stepping ladder. Well, I agree with you, but when I think of the Gig economy, the only thing that I can think of as a, as a, I don’t know as a visionary, is that it’s guaranteed to not be an expert.
Because if you’re going to, if you’re going to get something into a gig economy, it’s gotta be something pretty specific. Yeah. And so they’re only gonna have a generalized knowledge of it. And so whatever it is that you’re trying to do, it better be something where you need a mediocre performance on, on whatever it is, because then they’re only going to be able to get by there. They’ll never be an expert at it. So I would imagine that it’s mundane tasks that really don’t matter, is going to constitute a majority of the GIG economy. But that’s just my guest and perception. No, that’s interesting. And I can definitely see what you’re, what you’re saying with that. That’s, that’s good food for thought right there. Yeah. So, uh, the, we got, we got two more here. When surveyed, 60, 76% of employees who don’t feel valued at work or seeking other job opportunities, probably on Monday morning I made 76% on Monday, my 76% don’t feel valued.
It’s not that they would consider another job. It says 76% are seeking opportunities actively. Yeah. On Monday morning you called my name Morris. Yeah. The last one that we’ll end up in width is over 70% of high retention risk. Employees want to leave because they see no future advancement. In the current job, lot of small businesses run into this, uh, were where you get a top performer, you got to keep them motivated and interested and excited about your work. Um, but listen, these are some things for employers to think about. I found them to be very interesting actually, and so it’s kind of fun to go through there and play, take this job and shove it just a great, great legendary song. Yeah. Um, if trinity can help you, we’re a staffing firm here in Tulsa in, I believe that the one thing that we do better than anyone else is provide quality, a quality and at the expense of quantity sometimes when it’s necessary. And so please give us a call if we can help you, uh, with your Tulsa Staffing staffing needs. Um, I think we’re one of the top staffing companies in this area. Um, or you can go and visit us online. You’ll read a whole lot about our company and a lot of great content is on firstname.lastname@example.org.