Achievers Workforce Institute research finds persistent job-seeking across sectors and shows how turnover hits hardest where skilled roles are concentrated — healthcare, financial services, manufacturing, and professional services — with recognition, well-being, and safety emerging as concrete levers to reduce exits.
12–14% of employees are actively job hunting even when they report trust in managers or a desire to stay.
Concrete retention levers include worker recognition, well-being supports, listening to safety concerns, and tracking targeted retention metrics.
The hidden cost of attrition in 2026 --> Blog / Employee turnover by industry: Create a culture that means business™ Schedule a demo with an Achievers solution expert today. That disconnect says employees who intend to stay are still willing to leave when they don't feel valued, recognized, or connected to their experience at work.
Hospitals saw annual average turnover rates of 20.7%, with even higher numbers in nursing homes and home care settings. Financial services has long been a high-stress, high-reward field, but salary alone no longer seals the deal. Here are a few proven ways to boost retention, build engagement, and create a workplace where top talent wants to stay: 1.
Get a demo Share this Copy URL Employee turnover is one of the most expensive workforce challenges for industries today, especially in healthcare, financial services, manufacturing, and professional services, where replacing skilled talent can disrupt productivity, culture, and customer outcomes. An analysis Some roles are harder to fill than others, and when those roles sit in industries like healthcare, finance, manufacturing, or professional services, turnover costs can spike fast. These fields rely on highly skilled talent, which makes every departure feel like a gut punch.
Gallagher's 2026 benchmark data shows why burnout risk is building before retention numbers move
Every month, StaffingHub hosts a private roundtable of staffing executives spanning light industrial, healthcare, and construction. Last week’s conversation focused on one question: What happened in 2026 that should change how staffing companies plan for 2027? The discussion surfaced five decisions involving capital al
Manager burnout, Gen Z turnover, AI anxiety and a widening trust gap are shaping the back half of 2026. Here's what HR leaders should do about each trend.
Staffing remains one of hospitality’s most persistent leadership challenges, with turnover and recruitment difficulties undermining service consistency and financial performance. While the pandemic intensified labor shortages, longstanding problems—including burnout, inconsistent leadership, limited career development,
Employee turnover is a message employees send to their managers, because when people leave, they’re telling you something. The real challenge is figuring out what that something is, and how to fix it before your best people walk out the door. When you understand what’s driving turnover, you can start shaping a culture
A disconnect persists between employers’ desire to improve retention and their inability to prevent attrition, Gallagher said in its report.
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