A learning management system (LMS) is a great tool that allows you to create, manage, distribute and monitor all of your business’s training materials and eLearning courses. It allows both your business and your employees to organize and access training quickly and easily, making it an invaluable tool for employee development.

But how do you calculate the ROI of a learning management system so you can be confident it’s worth investing time, energy, and money into one? In this post, we’re going to take an in-depth look at LMS ROI, including what you should consider when making calculations and how you can maximize the ROI of your LMS.

When it comes to assessing the ROI of an LMS, there are three main areas to consider:

Does it contribute to improving business performance?

Your LMS should enable you to answer “yes” to each of these questions, with the first area also contributing toward the other two.

Most business decisions are swayed by whether or not something will make your business money - and utilizing a learning management system is no different.

An LMS provides your business with a fast, simple, and convenient way to offer your employees the chance to develop their skills and grow within your organization. When employees grow, they are more likely to find new ways to help your business make more money.

Every business needs to watch how it spends its money, so long as it doesn’t come at the expense of growth and development - nobody appreciates it when corners are cut and standards slip.

However, that’s not to say that money can’t be saved on top of training and learning. Not only can the process of learning via an LMS save your business money over in-person training, but the skills and knowledge learned can contribute toward your business saving money in other ways. Even when you take into consideration the cost of learning management systems, this money can be recouped by saving money elsewhere.

eLearning is also a valuable time-saving resource and can help train multiple employees and new starters all at the same time, from anywhere, at different stages of their careers.

When your business utilizes an LMS and enables your employees to learn via affordable and convenient eLearning courses, it benefits your employees in many ways - which in turn also benefits your business.

Key business benefits of an LMS include greater productivity thanks to employees’ improved problem-solving skills, proactivity, communication, and strategic thinking. These all combine so you can improve procedures and processes, and ultimately deliver a faster, more high-quality service to your customers.

Calculate time savings over traditional training

In any business, time is a valuable resource - one that many employees don’t have in abundance. For that reason, anything that can save time should be seriously considered.

Training can often interfere with employees’ productivity, because it takes them away from their day-to-day responsibilities. However, it can be a two-edged sword, because training is also critical to employees’ development.

In-person training can take up a lot of time. When you consider travel costs and time away from their daily work, the hours (or even days) soon add up.

However, with an LMS, self-directed learning allows employees to fit learning around other responsibilities. That means learning can be done during periods of downtime, during short self-appointed sessions, or even during the morning commute. That way, productivity isn’t affected and there is no impact on the day-to-day running of your business.

Consider savings vs traditional tutors/lecturers

As well as saving your employees time, eLearning also saves your business money. With online courses, the course materials have already been produced by industry experts, so there’s no need for a traditional tutor or lecturer in a traditional classroom environment.

eLearning is also easily scaled, so whether you need to provide training to five employees or five hundred, this is much easier to orchestrate - and can also come with additional cost-saving.

Not only is an LMS a useful tool for employee development, but it also helps improve retention rates. When an employee feels like their career is beginning to stagnate and there is little chance for growth and progression, they’re far more likely to seek alternate employment and leave the business.

Investing in your employees enables them to feel valued and increases productivity. This provides them with a greater level of job satisfaction, which means they’re unlikely to want to move on. Recruitment is a long and expensive process, but losing top talent can cost a business in so many other ways. Developing your staff with the help of an LMS contributes toward holding on to top-performing employees.

It’s important to consider that certain learning management systems may come with limitations that means they’re not compatible with other tools or software. Because of this, the LMS you select may cost you additional time and money to ensure compatibility.

Before you decide on your LMS ensure it integrates well with your other processes. Or, if it doesn’t, does the value the LMS provides outweigh the additional costs that may come with it?

Look at KPIs and productivity following training

One of the biggest points to consider when calculating your LMS’s ROI is how it contributes to employee productivity and KPIs. It’s vital that, in order for your business to see value in an LMS, that training is effective enough to contribute toward improving delivery.

Consider the following questions and whether the answers can be attributed to the LMS:

Has there been an increase in productivity?

Have there been fewer issues and mistakes?

Have there been fewer missed deadlines, or shortened timelines?

Are customers and clients more satisfied?

If yes, then which training modules have resulted in these successes? If there have been improvements in some areas but not others, what additional training can employees take to continue their development?

For more information check out our blogs on measuring the impact of employee training and improving ROI metrics to showcase L&D’s value.

Calculate additional work time saved by reducing learning time

In-person training is time-consuming, even if it doesn’t involve any travel. When employees take prolonged periods away from their responsibilities it’s known as lost production time - and this time can add up fast.

eLearning encourages employees to learn as and when they have the time and capacity to do so, and therefore greatly reduces lost production time. Whether this is during quiet periods, personal development sessions, or even on the commute, it has less impact on productivity than other forms of training.

Not all learning management systems cost, but those that do often have a greater range of tools and features that support learning and administration. Because of this, many businesses choose to use an LMS that costs, rather than a free version.

When looking at costs, make sure you consider all the variables and the overall cost of implementation. These include support, data migration, and training.

Calculate the costs of running the platform

The cost of a learning management system doesn’t necessarily stop with implementation. Depending on the size of your organization, particularly if your business has thousands of employees, you may need additional support to help deal with LMS administration tasks.

If your business produces its own training materials, will you need to purchase additional authoring software and someone to write the copy, and produce the graphics and videos?

You should also ensure that costs won’t rise dramatically as your business grows and more users are added to the LMS. Are there hidden costs or add-ons that may mean your chosen LMS may soon not be a viable option? Some LMSs also charge a monthly fee for certain features, so make sure you’re aware of this.

Looking to maximize the ROI on your LMS? Here are a few tips to get the most of your organization’s eLearning:

Make sure it’s easy to navigate and accessible across multiple devices

Make sure employees know who to contact if they have questions about your LMS

Show your employees the advantages of your LMS, and don’t just rely on it for mandatory training such as first aid or fire safety

Show employees the impact their learning has

Make sure your LMS aligns with your company values and includes your branding and tone of voice

Provide a library of content and courses that will increase productivity and upskill employees of all levels

Encourage social learning and collaboration

Incentivize learning and introduce gamification to make learning more rewarding

Go1’s courses are compatible with a wide range of learning management systems

Looking to get the most out of your LMS? Go1 has a wide range of courses available to access right now. For more information, schedule a demo with a member of our team today.

False

How do you calculate the ROI of a learning management system so you can be confident it’s worth investing time, energy, and money? Dive in to take an in-depth look at LMS ROI.

How to calculate the ROI of your LMS

How do you calculate the ROI of a learning management system so you can be confident it’s worth investing time, energy, and money? Dive in to take an in-depth look at LMS ROI. 

Building strong relationships at work is vital for any team's happiness, togetherness, and productivity. Think back to a job you’ve had where that one teammate would constantly get on your nerves. Maybe they wouldn’t stop talking while you were trying to focus. Or perhaps you had to pick up their slack and take on extra work. Whatever it was, most of us likely have a story of a colleague or manager who rubbed you the wrong way and made you dread coming in to work the next day.  

Ask yourself: did that improve your performance, or were you watching the clock, counting the seconds until you could get out of there? Whereas disconnected teams with poor interpersonal relationships make work feel like a slog, the most connected teams form strong bonds and look forward to logging on each day.

You don’t have to be best friends with your colleagues or think of them as a second family. However, a connected team built on open communication and mutual respect is essential. Fostering this connectivity is something that every organisation should strive for. In a remote work environment, where the threats of isolation, loneliness, and disconnection are higher, strengthening these relationships becomes doubly important. 

With this in mind, we’ll explore the ins and outs of building strong relationships in a remote work environment. We’ll start by analysing the challenges of building strong relationships while working from home, before asking whether remote work has strengthened team relationships, and finally outlining three ways to build strong remote relationships. 

The challenges of building strong relationships while working from home

While working from home has had appreciable, far-reaching benefits for most employees, one of the key challenges of remote work is building and maintaining strong relationships with your colleagues. 

For instance, Buffer’s 2022 State of Remote Work Report found that 52% of people who started working remotely due to COVID-19 feel less connected to their co-workers. 30% say that it has had no impact, while, on a positive note, 18% feel more connected. 

Additionally, Buffer’s report found that 24% of people struggle with loneliness while working remotely, while 17% say that ‘difficulties with collaboration and communication’ is a major challenge. 

A similar study by LiveCareer found that 37% of remote workers think that collaboration and communication are significant challenges. Moreover, research by HowNow discovered that more than two-thirds of workers (67%) feel disconnected from their colleagues when working from home and 42% feel lonely. 

Thus, while working remotely offers a plethora of benefits, including reduced stress levels, greater flexibility, and less time spent commuting, it is not without its challenges. Ensuring employees remain connected and engaged while simultaneously staving off loneliness should be a top priority for remote-first teams. To help your team achieve this, we’ll look at how remote work can strengthen relationships. 

Has remote work strengthened team relationships? 

While working remotely is not without its challenges, for most workers, the benefits have far outweighed the drawbacks. From increased happiness to more supported employees, we’ll take you through how remote work has strengthened team relationships. 

A study by Tracking Happiness found that people who work from home full-time are 20% happier on average than in-person workers. Likewise, a survey by CNBC and SurveyMonkey found that remote workers have a Workforce Happiness Index score of 72 out of 100. 

Not only does working remotely increase happiness  —  it also significantly reduces stress. Research shows that 53% of employees would feel stressed if their employers required them to return to the office. To emphasise this point, Limeade found that “there was not a single employee that did not have any anxiety about returning to the office/worksite.”

It follows that happy, stress-free workers are significantly more likely to build strong interpersonal relationships!

According to ADP Research Institute, two-thirds of remote workers feel their teams are highly supportive, compared to less than half of on-site employees (47%). 

These findings make sense, as Buffer’s 2022 State of Remote Work Report found that 97% of employees want to continue working remotely in some capacity and would recommend remote work to others. 

It’s no surprise that workers feel more supported when they feel employers are listening to their needs. So, fostering a supportive environment means that remote teams can build stronger relationships.

Working remotely can also improve productivity. 75% of virtual teams say remote collaboration allows them to be more effective, while 85% of businesses think they are more productive thanks to flexible working policies. 

A study by Stanford confirmed this, finding remote workers are 13% more productive than their in-office counterparts. 

Again, it makes sense that happy, productive teams are more likely to be engaged and connected. 

According to the Future of Work Survey by PwC, executives (77%) and employees (72%) agree that there is a high level of trust between leaders and employees in remote work environments. 

Likewise, Buffer finds that 93% of employees believe their organisation trusts them to work remotely.

Unsurprisingly, fostering a high degree of trust is critical to building connected teams. 

Research by Microsoft finds that, since working remotely, 39% of people are more likely to be their full, authentic selves at work and 31% are less likely to feel embarrassed if their home life shows up at work. 

To underscore this point, 17% of people have cried in front of a co-worker while working remotely, while 20% have met their colleagues' pets or family, thereby building deeper connections.

As Microsoft explains, “people who interacted with their co-workers more closely than before not only experienced stronger work relationships, but also reported higher productivity and better overall wellbeing.” 

As a result, Miro finds that 32% of employees think their relationship with their manager has improved since working from home. 

Further, 25% say their relationship with their colleagues has improved, while 21% say their relationship with peers on other teams has improved — concrete proof that you can still create connected teams while working remotely. 

Finally, but perhaps most importantly, remote work doesn’t just help you build strong relationships with colleagues — it can also strengthen your relationship with loved ones. 

Miro’s research finds that people report improved relationships with their spouse/partner (49%), young children (62%), and friends and extended family (30%). 

Most likely, this is because workers have more free time to spend with loved ones. Buffer finds that 67% of employees say ‘flexibility in how I spend my time’ is the biggest benefit of remote work. 

What’s more, 76% of employees now want flexibility in where they work, and 93% want flexibility in when they work. It’s easy to understand why employees want more flexibility, given how much working remotely has improved their relationships with loved ones. 

While it may seem obvious, emphasising clear, ongoing communication is a surefire way to build a connected remote team. As mentioned, 37% of remote workers think collaboration and communication are significant challenges. 

So, what can remote teams do to overcome this challenge? To start with, ask yourself: what does clear communication look like for my team? Every team will be different, but a few tips include: 

Daily written check-ins, where each team member outlines their priorities for the day

Daily round-ups, celebrating that day’s wins and accomplishments 

Regular ‘social’ events, such as virtual games on a Friday afternoon 

Again, every team will be different — clear communication for one team might feel like a total overload for another. So, the most important tip is to be aware of each team member's individual needs and foster an environment of open, honest communication where everyone feels comfortable reaching out and asking questions. 

Mental health support can be a tricky balancing act when working remotely. On the one hand, Addeco finds that 42% of workers feel anxiety about returning to the office. In contrast, HowNow finds that 47% of remote workers experience anxiety. 

In other words, there is no catch-all solution. Some employees find that remote work greatly aids their mental health, while others find it far more challenging. 

One thing that a majority of workers (74%) agree on is that their company should increase the focus on mental health and staff wellbeing. Unfortunately, only 55% of employees feel their company cares about their mental health. These findings send a clear message to employers: step up your mental health and wellbeing support, particularly for remote teams.

Building strong relationships at work is vital for any team's happiness, togetherness, and productivity. With this in mind, we’ll explore how to build strong relationships in a remote work environment.

Building strong relationships in a remote work environment

Building strong relationships at work is vital for any team's happiness, togetherness, and productivity. With this in mind, we’ll explore how to build strong relationships in a remote work environment. 

Please note that this article discusses suicidal ideation and may be sensitive content to some readers. 

R U OK? Day highlights the impact a simple question could have on someone who is struggling with their mental health.  

Within a workplace context, a culture where everyone feels safe to ask and answer this question speaks volumes of the psychological safety supporting its people.  

With the intent to continue empowering organizations beyond the important days that are recognized this week, we will explore three essential layers of suicide awareness and prevention within a workplace. These are:

By including mental health awareness training as a part of your organization’s ongoing L&D program, you can empower not only those who are struggling but their peers as well to recognize the early signs of low mental health. 

Rolling out learning that contains sensitive subject material must always be done with consideration and supportive structures in place. Stigma reduction from effective education can  improve supportive behaviours within the entire team. Additionally, stigma reduction training can also increase the preventative steps taken by employees who are struggling with suicidal ideation or their mental health. 

Mental health awareness and education must be included at all points of an employee’s lifecycle and workplace learning journey. From onboarding to skills development, mental health education empowers not only the learner personally, but the depth of their positive impact on the organization.  

Individual awareness of the importance of mental health has improved leaps and bounds (particularly within the context of the last three years). However, there is still a ‘workplace wellbeing gap’.  

67% of leaders fail to meet their employees’ expectations for how invested leaders should be in their wellbeing. At the same time, 50% of managers are unable to identify when their direct reports are struggling with their mental health or are close to burnout.  

To underscore this point, 74% of workers agree that their company should increase its focus on mental health and staff wellbeing. Yet, only 55% of employees feel their company cares about their mental health. These are damning numbers, showing that many organizations must urgently increase their mental health and wellbeing support. 

A supportive and equipped leader can positively impact each employee, holding a compounding influence on their workplace’s overall psychological safety. This responsibility includes leaders at all levels, as explained in our conversation below with Arthur Papagiannis, CEO of AP Psychology and Consulting Services.  

It starts at the top

You can see more of our conversation with Arthur in our article Psychological safety in the workplace: where to begin.  

The third layer of workplace suicide awareness and prevention is implementing accessible supportive structures. An organization should strive to remove as many barriers as possible that prevent employees from recognizing and accessing the support they need.   

In 2022, 45% of employees still feel their employer is not doing enough to support their wellbeing. what's more, 7 out of 10 people who experienced anxiety and stress during the pandemic felt a lack of support from their workplace.  

It is critical to make your support pathways as clear and accessible as possible. Just as each employee should be able to identify safe exits in a fire emergency, they should also have a crystal-clear understanding of where to go for support when needed.  

In practice, this often comes in the form of employee access to mental health counselling programs and crisis support.  

The team at R U OK? are known for saying:

You don't need to be an expert to reach out - just a good friend and a great listener.   

A psychologically safe work environment is not a replacement for trained mental health crisis support. However, it is obliged to support its employees mental health of its employees and provide pathways to the appropriate help whenever needed.  

Looking for comprehensive Mental Health and Wellbeing training?    

We have developed regionally specific learning playlists covering Talking about Mental Health and Suicide, ready to be integrated into your workplace wellbeing plans.  

Our learning library has over 2,000 training modules and resources developed specifically to educate and increase your team's health and wellbeing. Speak to your Go1 Customer Success Manager or book a demo about curating a playlist built to educate and empower.   

Please remember, if you are struggling with your mental health and experiencing significant distress, we encourage you to reach out for immediate support.  
Australia: Lifeline 131 114 or Beyond Blue 1300 224 636   
USA: NAMI HelpLine 800-950-6264  
UK: Samaritans 116 123 or Shout Crisis Text Line text ‘SHOUT’ to 85258  
Global: United for Global Mental Health Regional Directory 

September 8th is R U OK? Day, providing the opportunity to make space for impactful conversations. To empower the wellbeing of your organization this article explores the three layers of suicide awareness and prevention within a workplace.

Creating space for conversations that count

The impact of eLearning is huge. Schools, universities, businesses and more all utilize eLearning as part of a wider learning and development strategy. It provides students with access to course materials anytime and anywhere and allows teachers to support them with ease.

eLearning opens up new opportunities that might otherwise have not been possible if learning was still confined to books or the classroom.

In this post, we’re going to take a look at how eLearning has developed, the benefits of embracing it, and what’s in store for the future.

eLearning, or electronic learning, is the process of creating and publishing learning materials so they can be accessed digitally. Students are then free to access the materials using any device, including a PC, tablet, and smartphone, to engage with the course and learn new skills.

Many businesses use eLearning as an easily managed and cost-effective way to grow and develop employees.

The benefits of eLearning can be seen throughout your business, both from the perspective of your business and of your employees. These include:

Instantly access a vast catalog of content

There are eLearning courses for every industry, covering a massive range of skills and topics. These courses can be accessed easily and instantly, especially if your business uses a learning management system. There are also many types of eLearning content, meaning anyone can learn and retain information, regardless of their preferred learning style.

Because eLearning courses have already been produced by industry experts and can be accessed on any device, it saves your business considerable costs. eLearning is also simply and cost-effectively scalable, meaning either one or one thousand employees can learn from the same materials.

Unlike in a classroom setting, eLearning guarantees that all employees will receive the same high level of training.

Growth and development can stall if students don’t engage with learning materials, or they feel like they’re being put under additional pressure. eLearning is completely self-directed, so employees can learn in and around their schedule, or during periods of downtime.

The flexibility of eLearning means students can learn when things are quiet, during the morning commute, or even during evenings and weekends if they wish. Even if they have just ten minutes to spare, they can log in and access training, picking up from where they left off.

Once employees have completed a course they’re then free to revisit the content as and when needed, so it can act as refresher training they can come back to.

Learning and development is important, but it can be difficult to find the time, especially for employees with heavy workloads. eLearning ensures employees can learn, without having to take them away from their day-to-day responsibilities.

Developing existing employees ensures your business is more likely to hold on to top talent. By being encouraged to learn more knowledge, employees will have a greater level of job satisfaction, too.

If your business uses an LMS, you will be able to view instant, thorough and accurate reports so you can see how your employees are engaging with their eLearning. This also allows you to see which employees may need additional support and measure the impact of eLearning on your business.

How has eLearning changed in recent years?

eLearning has been used since the 1990s and has been a steadily growing industry since. However, since the start of the pandemic in early 2020, businesses and educators have embraced the many benefits of eLearning and now it’s an integral part of learning and development.

This also means that, as more businesses and students turn to eLearning, teachers and other educators understand the importance. There are now more digital courses available than there have ever been, covering a wide range of topics and subjects.

Learning management systems now allow administrators to pull together thorough reports to enable them to see how students are engaging with materials, and provide support to those who may need it. These reports can also be used to gauge the ROI of an LMS.

The introduction of “The Cloud” has also made eLearning more simple and collaborative, and not only improves access to online courses but also makes software more compatible with other software. This makes the utilization of different tools and techniques much more possible, which therefore makes course materials more engaging.

Before eLearning businesses had several options when it came to delivering training:

While each can be an effective way of developing employees, they can also be time-consuming, expensive, and risk becoming outdated.

That’s why the benefits of eLearning for businesses are vast, and allow employers to provide up-to-date, expert training which is cost-effective and flexible. As a result, businesses can ensure they retain top talent by increasing engagement and promoting from within.

eLearning allows students to take charge of their learning experience. Most online courses are self-directed, so students can choose when and where they do their learning.

This greater level of flexibility reduces pressure on students, which improves engagement and increases retention, and makes the learning experience more positive.

Students can also have more say in what they want to learn, and administrators can choose to offer additional support and training to those who need it.

It’s important to highlight that eLearning isn’t intended to replace teachers and instead acts as a way of improving the overall learning and development process. For example, blended learning is a technique that utilizes eLearning and traditional classroom learning, and helps with engagement and retention.

eLearning also acts as an additional tool or resource that teachers can use as part of their overall strategy.

How do the results of eLearning compare to more traditional teaching methods?

A 2014 study of dentistry students found that an experimental group, which learned via eLearning, and a control group, which learned in a traditional setting, “did not significantly differ” when it came to how each performed.

That means eLearning can be just as effective as traditional teaching methods, with each being used to complement the other.

What does the future look like for eLearning?

As technology continues to improve and make online education more accessible to everyone, the future of eLearning is certainly bright. Some developments to look out for are:

Adaptive learning, which tailors learning to each student’s needs.

The use of artificial intelligence, including virtual tutors and suggesting learning strategies.

More uses of gamification, which incentivizes learning by introducing a competitive angle.

Microlearning, which breaks learning into small, easily-digestible chunks.

The introduction of augmented and virtual reality, which can bring additional context to certain subjects.

For more information check out our blog post on eLearning trends to watch out for.

Where can you learn more about eLearning platforms?

The impact of eLearning on businesses and education has been huge, opening up new possibilities that weren’t there before. At Go1, we have a wide range of online courses that can help upskill and develop your employees. 

For more insights, subscribe to the Go1 newsletter to stay on top of all the latest L&D trends. Or, you can book a demo today to find out how Go1 can help with your team’s learning needs.

Schools, universities, businesses and more all utilize eLearning as part of a wider learning and development strategy. In this post, we’re going to take a look at how eLearning has developed, the benefits of embracing it, and what’s in store for the future.

eLearning’s impact on our lives | Go1

The ability to work remotely has made job-hopping easier than ever. According to LinkedIn’s 2022 research, the number of U.S LinkedIn users who changed their jobs increased by 37% in 2021. Gen Z workers, (those born in 1997 or later), were the ‘most restless’ and 25% of respondents said they hope or plan to leave their current employers within the next six months.

With this in mind, we’ve surveyed over 2,000 workers who have changed jobs at least once in their career to gain insight into why people leave a role and what steps employers and HR professionals can take in order to retain their staff.

For employers to retain their employees, they need to understand the reasons why people decide to quit. When a company has a high turnover rate, this could signify low employee job satisfaction, and hiring new employees to fill these openings requires a lot of time and effort. 

Our study found that there are a number of reasons why employees resign. Earning more money is the top reason for over four in ten respondents (44%). However, money is not the only factor.

32% want a better work/life balance - for 3 in 10, this even means opting for a complete career change. Finding a career that brings meaning is a priority for 1 in 5 respondents.

Career development: the industries that aren't offering clear career paths

With specialised talent already in short supply, it is more critical than ever for employers to ensure their employees can clearly see their potential to advance in their careers. All too often, career planning discussions begin too late for employees. 

Employers should provide their employees access to a professional development program as soon as they start, and review their progress every 6 weeks. The appetite is clearly there, with almost 4 in 5 (78%) employees agreeing they’re happy to learn new skills whenever they can during the working day. During an employee’s review, a manager could ask them what knowledge and skills they need in order to achieve the role they are working towards. Are there certifications or qualifications needed? And are there any soft skills, such as communication or leadership qualities, they would like to enhance? 

Our research revealed that some industries are not offering their workers clear career paths, which is one of the top 10 reasons why people are quitting their job. 

On the move: an employee's average length of time in a job

Long gone are the days when people would stay at one job for their entire career. Increasingly, changing jobs every few years is considered the new average time in employment, and it varies per generation. 

Our survey found that Gen Z is far likelier than Boomers to job-hop, with the average length of time in a job just 1.7 years. Millennials are switching things up after 3.2 years on average, and Gen X after 4.3 years. Baby boomers are likely to spend the longest in a job, at 5.7 years. 

Giving notice: how long employees are unhappy before deciding to leave

In order to keep employees happy and stop them from leaving, more emphasis needs to be put on training. 60% of 16-24-year-olds admitted they have left a job due to limited growth opportunities, and 36% of respondents said managers should hold regular 1-2-1 sessions with each team member to review their development. 

In particular, the younger generations won’t stick around waiting for better leadership and management. On average, Gen Z will only stay in a role they’re unhappy in for just over 4 months before resigning. Millennials are likely to stick it out slightly longer, waiting just under a year (11.2 months) before leaving, whereas Gen X will wait for just over a year (12.5 months) and baby boomers 17.6 months. 

Retention rates: Which industries are employees not job hopping? 

The average cost of losing an employee can have a significant financial impact on a business. According to research by Oxford Economics and Unum, the average cost of turnover per employee (earning £25,000 a year or more) is £30,614. And as more people quit, company culture also suffers, as existing employees feel the added stress of taking on extra work until the business successfully recruits. 

 Turnover in any department can be stressful, but being prepared can help business owners set expectations and plan ahead to improve retention in the future. Our survey revealed which industries currently have better staff retention rates by uncovering the employees with the least amount of previous roles held for each industry,  

 The Architecture & Engineering industry scored the best for retention with the highest percentage of employees (26.5%) only holding two previous roles and therefore less likely to job hop. The industry with the second best retention rate was Sales, Media and Marketing, where 17.8% of employees held only two previous roles, and in third place was IT & Telecoms, with 16.3% less likely to job hop, only having two previous roles. 

Job hopping: when people think it’s too late to change jobs 

Nearly half of people aged 55+ (49%) said they want to learn more skills in the near future, proving it’s never too late to learn something new. But at what age do people think it’s too late to change jobs? 

Our study revealed that people are happy to change jobs, including later in life - 72% of respondents believe it’s not too late to change jobs by the time you’re 60. Access to online education and eLearning makes it easier to seek out new jobs at any age. After all, no matter what age you are, there is always something new to learn. 

It's clear from our findings that taking the time to understand exactly why employees are unhappy, whether it’s because of a lack of training or recognition for their work, can help win their trust back. It can also help paint their future at the company by demonstrating a commitment to change those factors and therefore lower retention rates. 

Survey data was conducted by Censuswide on behalf of Go1. 2,007 workers in the UK who have changed jobs at least once in their career were surveyed between 17.06.2022 and 21.06.2022. Censuswide abides by and employs members of the Market Research Society which are based on the ESOMAR principles.

Go1 have surveyed 2,007 UK workers to gain insight into why employees leave a role and steps employers can take to retain their staff.

Job Hopping Survey | Go1

Gain insight into why people leave a role and what steps employers and HR professionals can take in order to retain their staff.

The job-hopping survey: reasons why people resign