Customer retention rates are highest in the media and professional services industries, with a 2018 survey of businesses worldwide finding a customer retention rate of ** percent in both of these industries. The industry with the lowest customer retention rate was hospitality, travel and restaurants with ** percent.

In 2018, the average one-year retention rate of healthcare and social assistance workers in New Zealand was 92 percent, the highest across all industries in the country. In contrast, the administrative and support industry had the lowest one-year retention rate of 66.9 percent.

This layer shows figures of quit rates and quit levels by the US, BLS regions, and states. Data is from the Bureau of Labor Statistics (BLS) and was released October and November of 2021. The layer default symbology highlights to September 2021 quit rate in comparison to the national figure of 3.0%.According to the October 2021 News Release by BLS:"The number of quits increased in August to 4.3 million (+242,000). The quits rate increased to a series high of 2.9 percent. Quits increased in accommodation and food services (+157,000); wholesale trade (+26,000); and state and local government education (+25,000). Quits decreased in real estate and rental and leasing (-23,000). The number of quits increased in the South and Midwest regions."In the following November News Release:"In September, quits rates increased in 15 states and decreased in 10 states. The largest increases in quits rates occurred in Hawaii (+3.8 percentage points), Montana (+1.5 points), as well as Nevada and New Hampshire (+1.1 points each). The largest decreases in quits rates occurred in Kentucky (-1.1 percentage points), Iowa (-1.0 point), and South Dakota (-0.7 point). Over the month, the national quits rate increased (+0.1 percentage point)."Quit rates: The quits rate is the number of quits during the entire month as a percent of total employment.Quit levels: Quits are the number of quits during the entire month.State and US figures: Table 4. Quits levels and rates by industry and region, seasonally adjustedRegion figures: Table 4. Quits levels and rates by industry and region, seasonally adjustedThis data was obtained in October and November 2021, and the months of data from BLS are as follows:August 2020September 2020April 2021 (only offered for Regions)May 2021June 2021July 2021August 2021September 2021 (preliminary values)For the full data release, click here.The states (including the District of Columbia) that comprise the regions are: Northeast: Connecticut, Maine, Massachusetts, New Hampshire, New Jersey, New York, Pennsylvania, Rhode Island, and VermontSouth: Alabama, Arkansas, Delaware, District of Columbia, Florida, Georgia, Kentucky, Louisiana, Maryland, Mississippi, North Carolina, Oklahoma, South Carolina, Tennessee, Texas, Virginia, and West VirginiaMidwest: Illinois, Indiana, Iowa, Kansas, Michigan, Minnesota, Missouri, Nebraska, North Dakota, Ohio, South Dakota, and WisconsinWest: Alaska, Arizona, California, Colorado, Hawaii, Idaho, Montana, Nevada, New Mexico, Oregon, Utah, Washington, and Wyoming.

In 2023, the attrition rate was the highest among employees working in financial services. It was followed by life sciences and consumer products sectors.

Introduction

Customer Retention Statistics: Customer retention is the art and science of maintaining the attention of existing customers and persuading them to buy again without having to suffer the glaring cost of reaching out to fresh markets. Shifting from sales to nurturing relationships, loyalty programs, and personalised experiences to prevent customer churn was the main strategy carried out in 2024 by businesses worldwide.

This article lays down vital Customer Retention statistics collected from credible sources, showing retention rates per industry, financial benefits of holding onto customers, the role of fast service, and data-driven retention solutions.

In 2024, the average staff turnover rate of hospitals in the U.S. stood at **** percent. The percentage of employees leaving hospitals has decreased since the peak of ** percent in 2021. A closer look at turnover reveals that most was among less tenured staff, with the highest rates among certified nursing assistants.

The Job Openings and Labor Turnover Survey (JOLTS) program provides national estimates of rates and levels for job openings, hires, and total separations. Total separations are further broken out into quits, layoffs and discharges, and other separations. Unadjusted counts and rates of all data elements are published by supersector and select sector based on the North American Industry Classification System (NAICS). The number of unfilled jobs—used to calculate the job openings rate—is an important measure of the unmet demand for labor. With that statistic, it is possible to paint a more complete picture of the U.S. labor market than by looking solely at the unemployment rate, a measure of the excess supply of labor. Information on labor turnover is valuable in the proper analysis and interpretation of labor market developments and as a complement to the unemployment rate. For more information and data visit: https://www.bls.gov/jlt/

Job Openings and Labor Turnover Survey data from the U.S. Bureau of Labor Statistics

According to a May 2025 study on the client retention rates of leading public relations agencies, Public Communications Inc. had the highest rate, at 97 percent, closely followed by JCPR, Inc., at 96 percent.

Annual statistics on the value of turnover from services provided by the UK service economy.

The employee attrition rate of professional services organizations worldwide ********* overall between 2013 and 2023, despite some fluctuations. During the 2023 survey, respondents reported an average employee attrition rate of **** percent.

Graph and download economic data for Quits: Manufacturing (JTS3000QUR) from Dec 2000 to Apr 2025 about quits, manufacturing, and USA.

In 2018, the average ten-year retention rate of healthcare and social assistance workers in New Zealand was 73.2 percent, the highest across all industries in the country. In contrast, the administrative and support industry had the lowest ten-year retention rate of 24.6 percent.

This table presents information about developments in domestic turnover of the construction industry (SIC 2008 section F). The data can be divided by a number of branches according to Statistics Netherlands' Standard Industrial Classification of all Economic Activities 2008 (SIC 2008) and by four size classes. The results are expressed in terms of indices with base year 2015. Changes on the same period in the previous year are also published.

Data available from 1st quarter 2005 until 4th quater 2023.

Status of the figures: The figures of 2023 are provisional and the figures from the preceding periods are definite. Seeing as this table will no longer be updated, the figures of 2023 will not be finalised.

Changes as of August 15, 2024: None, as this table will no longer be updated.

When will new figures be published? No longer applicable.

Once definite figures have been published, Statistics Netherlands only adjusts them if significant corrections are necessary.

Monthly Business Survey production industries' total turnover, domestic sales and exports in the UK. Figures are in current price and are non-seasonally adjusted.

Key Mobile Game Retention StatisticsMobile Game Retention by PlatformMobile Game Retention by GenreMobile Game Retention by RegionActions Users Performed in First WeekReasons to Continue...

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Workforce Analytics Market Size 2025-2029

The workforce analytics market size is forecast to increase by USD 3.27 billion, at a CAGR of 19.1% between 2024 and 2029.

The market is experiencing significant growth, driven by the increasing demand for efficient workforce management and recruitment. Companies are recognizing the value of leveraging data-driven insights to optimize their workforce, leading to increased adoption of workforce analytics solutions. Another key trend in the market is the growing use of mobile applications for workforce analytics, enabling real-time access to data and analytics from anywhere. However, the market also faces challenges, including the lack of a skilled workforce capable of effectively implementing and utilizing these advanced analytics tools. As the market continues to evolve, companies seeking to capitalize on opportunities and navigate challenges effectively must prioritize investments in workforce analytics solutions and focus on building a skilled workforce to maximize the value of their data.

What will be the Size of the Workforce Analytics Market during the forecast period?

Explore in-depth regional segment analysis with market size data - historical 2019-2023 and forecasts 2025-2029 - in the full report.
Request Free SampleThe market continues to evolve, driven by the ever-increasing importance of data-driven decision making in various sectors. Cost optimization, data visualization, and data warehousing are integral components of workforce analytics, enabling organizations to gain valuable insights from their workforce data. Process automation and employee development are also key areas of focus, as they help streamline operations and enhance employee skills. Performance management and organizational network analysis provide valuable insights into employee productivity and team dynamics. ETL processes and risk management ensure data accuracy and security, while recruitment optimization and career pathing facilitate effective talent acquisition and retention. Predictive modeling and sentiment analysis aid in anticipating workforce trends and employee sentiment, respectively. Data security and strategic workforce planning are essential for mitigating risks and ensuring long-term success. Machine learning and natural language processing are advanced technologies that are increasingly being adopted for data analysis and processing. Workforce analytics encompasses a range of applications, from compensation analysis and employee satisfaction to diversity and inclusion and leadership development. These areas are interconnected and evolve continuously, with new technologies and trends shaping the market landscape. The ongoing integration of these applications into comprehensive workforce analytics solutions enables organizations to optimize their workforce and gain a competitive edge.

How is this Workforce Analytics Industry segmented?

The workforce analytics industry research report provides comprehensive data (region-wise segment analysis), with forecasts and estimates in 'USD million' for the period 2025-2029, as well as historical data from 2019-2023 for the following segments. End-userRetailBFSITelecom and ITHealthcareOthersApplicationLarge enterprisesSmall and medium sized enterpriseDeploymentCloudOn-premiseServiceConsulting ServicesSystem IntegrationManaged ServicesGeographyNorth AmericaUSCanadaEuropeFranceGermanyItalyUKAPACChinaIndiaJapanSouth KoreaRest of World (ROW)

By End-user Insights

The retail segment is estimated to witness significant growth during the forecast period.In today's dynamic business environment, retail organizations face increasing pressure to optimize their workforce to stay competitive. The retail industry's growth is driven by factors such as changing market economics, rising competition from e-commerce, and evolving customer demands. To meet these challenges, retailers are investing in their workforce, recognizing its crucial role in driving business success. Workforce optimization strategies encompass various approaches, including 360-degree feedback, organizational network analysis, and social network analysis, to enhance employee performance and engagement. Headcount planning, aided by cloud computing, enables retailers to manage their workforce effectively and adapt to seasonal fluctuations. Regression analysis, statistical analysis, and time series analysis help retailers identify trends and make data-driven decisions. Strategic workforce planning, succession planning, and talent acquisition are essential components of a robust workforce strategy. Employee development, cost optimization, data cleaning, and natural language processing are critical for maintaining a skilled and productive workforce. Data mining, ETL processes, data warehousing, and business intelligence provide valuable insights into workforce performance and trends. Retention strategies,

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The Turnover Index is a business cycle indicator showing the monthly evolution of the market of goods and services in the industrial sector. It also records the evolution of turnover over longer periods of time. The turnover of industry index is not deflated. It is therefore the objective of this indicator to measure the market activity in the industrial sector in value. Data are compiled according to the Statistical classification of economic activities in the European Community, (NACE Rev. 2, Eurostat). Industrial turnover is compiled as a "fixed base year Laspeyres type volume-index". The current base year is 2021 (Index 2021 = 100). The index is presented in calendar and seasonally adjusted form. Growth rates with respect to the previous month (M/M-1) are calculated from calendar and seasonally adjusted figures while growth rates with respect to the same month of the previous year (M/M-12) are calculated from calendar adjusted figures.

Pre Employment Testing Market Outlook

The global pre-employment testing market size was valued at approximately USD 2.5 billion in 2023 and is projected to reach around USD 5.8 billion by 2032, growing at a robust CAGR of 9.2% during the forecast period. This growth is driven by increasing demand for efficient hiring processes, the need to reduce employee turnover, and the rising adoption of technological advancements in recruitment practices.

One of the significant growth factors for this market is the increasing emphasis on improving the quality of hire. Companies are constantly on the lookout for ways to streamline their recruitment processes and ensure they are hiring the right talent. Pre-employment testing provides a standardized way to assess candidates' skills, personalities, and integrity, leading to better hiring decisions and reduced turnover rates. This is particularly crucial in industries where the cost of a bad hire can be exceptionally high.

Another key driver is the growing recognition of pre-employment testing as a means to enhance workforce productivity. By identifying candidates who not only possess the necessary skills but also align well with the company culture, organizations can foster a more harmonious and productive work environment. This has become increasingly important in a competitive business landscape where efficiency and employee satisfaction are paramount to success.

Technological advancements and the rise of artificial intelligence (AI) and machine learning (ML) have also significantly contributed to the growth of the pre-employment testing market. These technologies enable more sophisticated and accurate assessment tools, making it easier for companies to evaluate candidates' competencies quickly and effectively. AI-driven analytics can provide deeper insights into candidate performance, helping employers make informed decisions.

The integration of a Talent Intelligence Tool into pre-employment testing processes is transforming the way organizations approach recruitment. These tools leverage data analytics and AI to provide a comprehensive view of a candidate's potential, beyond traditional assessments. By analyzing patterns and trends in candidate data, Talent Intelligence Tools can predict future performance and cultural fit, offering a strategic advantage in talent acquisition. This innovation not only enhances the accuracy of hiring decisions but also supports long-term workforce planning, ensuring that organizations are equipped with the right skills to meet future challenges.

Regionally, the pre-employment testing market is witnessing diverse growth patterns. North America holds a significant share of the market, driven by the high adoption rate of advanced recruitment technologies and the presence of many large enterprises. The Asia Pacific region is anticipated to exhibit the highest growth rate, fueled by rapid economic development, increasing awareness of the benefits of pre-employment testing, and a growing emphasis on employee quality and productivity.

Product Type Analysis

In the pre-employment testing market, the product type segment includes aptitude tests, personality tests, skills tests, integrity tests, and others. Aptitude tests are instrumental in gauging a candidate's problem-solving ability, logical reasoning, and overall intellectual potential. As organizations strive to recruit individuals who can quickly adapt to changing business environments and solve complex problems, the demand for aptitude tests is expected to increase significantly.

Personality tests, on the other hand, play a crucial role in determining whether a candidate's character traits align with the company culture and job requirements. These tests can predict how well an individual will fit into a team, how they will handle stress, and their potential for long-term success within the organization. As companies place more emphasis on cultural fit and employee retention, personality tests are becoming an integral part of the recruitment process.

Skills tests are designed to assess specific job-related competencies and technical skills. These tests are particularly valuable in industries that require specialized knowledge or technical expertise, such as IT, manufacturing, and healthcare. By validating candidates' claims about their skills, these tests help in reducing the risk of hiring underqualified