The 5 Languages of Appreciation in the Workplace: Empowering Organizations by Encouraging People

by Gary Chapman

morale in both the public and private sectors.”26 The cost (overt and hidden) of staff turnover includes the combination of advertising and recruitment of new employees, candidate travel, the costs associated with selection, hiring, assignment, orientation, signing bonuses, and relocation.27 The cost to the US economy has been estimated to be at least five trillion dollars a year.28 For individual organizations the cost of replacing employees has been estimated to be:29 • 30–50% of annual salary for an entry-level employee • 150% of annual salary for mid-level employees • 400% of annual salary for high-level or highly specialized employees. The impact of appreciation on staff turnover is dramatic: • 79% of employees who leave their jobs voluntarily cite a lack of appreciation as a key reason for their leaving.30 • 66% of current employees report they would quit if they felt unappreciated.31 According to a study by Bersin & Associates, companies that provide ample employee recognition have 31% lower voluntary turnover rates than companies that don’t.32 The competition for skilled team members is fierce and increasing. As a result, the need to hold onto good employees is one of the most critical tasks of organizational leaders today.33 In fact, retaining quality employees has been identified by 87% of HR professionals as one of the highest priorities for their profession.34