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Jessica Mazzeo, Griesing Law

Employee satisfaction and engagement are topics that have been, and will continue to be, reoccurring in today’s workforce and well into the future. While there may be some out there who feel that continuing to talk about this topic may be redundant and unimportant, please note: you’re wrong. While millennials should be credited (and yes it’s a credit, not a criticism) for bringing these topics to the forefront, it’s important to note that these initiatives should be seen as a benefit to employers not a drawback. We all know, regardless of firm size, that employee turnover is costly. You spend time and money training new employees and integrating them into your firm, only to start that process all over again when they leave due to dissatisfaction or disengagement. Not only does turnover hurt your bottom line but it also affects morale, which in turn can negatively impact your firm culture. This toxicity can spread like wildfire and you run the risk of losing even your most loyal of employees. In addition to supporting all employees in professional and educational development (a topic which I have previously covered), employers should consider implementing a wellness program into your firm to combat the slippery slope of employee disengagement and exodus. While these types of initiatives are commonplace at large corporations, in today’s market, all employers should be supporting employee well-being.

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