38.0 million
Americans quit their jobs in 2025, 60.6% of everyone who left a job that year.
U.S. Bureau of Labor Statistics, JOLTS, March 2026Research
The research behind Ranx.
Ranx is an employee survey that asks people to put what matters in order, tells leaders what to fix first, and shows whether the fix worked. It exists because losing good people is expensive, and the reasons they leave are often fixable. Here is the evidence: what turnover costs, the outcomes that warn you early, the problems behind them, and why ranking works better than rating.
The problem
People leave, and every departure costs you.
Turnover shows up in hiring budgets, in work that slips while seats sit empty, and in what customers experience.
About 21% of a year's pay
The typical cost to replace one employee, the median of 27 case studies.
Center for American Progress, 2012110 studies
Organizations that lose more people perform worse, most clearly on customer satisfaction and quality, and also on productivity and financial results.
Park & Shaw, Journal of Applied Psychology, 2013The outcomes Ranx tracks
Four outcomes that tell you who will stay, and how well they'll work.
Ranx links each priority your people rank to these outcomes, so you can see which fix is most likely to move them. Each one has decades of research behind it.
Plans to stay
The clearest early warning of who will leave.
Across 71 studies of more than 63,000 people, what people said about leaving predicted who actually left better than almost anything else measured.
Griffeth, Hom & Gaertner, Journal of Management, 2000
Job satisfaction
Satisfied people tend to perform better, and to stay.
Across 312 samples and more than 54,000 people, job satisfaction and job performance rise together. Overall satisfaction is also the job attitude that best predicts who stays.
Judge, Thoresen, Bono & Patton, Psychological Bulletin, 2001 · Griffeth, Hom & Gaertner, Journal of Management, 2000
Engaged at work
Engagement predicts performance beyond satisfaction.
A review of the engagement research found that engagement predicts job performance, and adds to what job satisfaction and commitment already explain.
Christian, Garza & Slaughter, Personnel Psychology, 2011
Would recommend working here
Recommendations bring in people who stay.
In nine large firms across call centers, trucking and high tech, people hired through employee referrals were less likely to quit. In call centers and trucking they were also more profitable, mainly through lower turnover and recruiting costs.
Burks, Cowgill, Hoffman & Housman, Quarterly Journal of Economics, 2015Common problems
The problems behind the numbers, and the playbooks that target them.
Much of what drives those outcomes comes back to a few familiar causes. Ranx playbooks are built around them.
Manager effectiveness
Better people managers keep more of their teams.
At a large technology firm, moving from a manager in the bottom tenth on people skills to one in the top tenth predicted about 60% less turnover.
Hoffman & Tadelis, Journal of Political Economy, 2021EX Manager Effectiveness Pulse
Burnout and workload
Chronic stress is a cost, not a mood.
The World Health Organization defines burnout as the result of chronic workplace stress that has not been successfully managed. In the US, ten workplace stressors, including long hours, high job demands and work-family conflict, are associated with more than 120,000 deaths a year and 5 to 8% of health care spending.
World Health Organization, 2019 · Goh, Pfeffer & Zenios, Management Science, 2016EX Frontline Burnout Pulse
Onboarding
The first months shape who stays.
Across 70 samples of new hires, those who understood their role, felt capable and felt accepted performed better, were more satisfied and committed, and were more likely to stay.
Bauer, Bodner, Erdogan, Truxillo & Tucker, Journal of Applied Psychology, 2007EX 30-Day Onboarding Check-InWhy ranking
When everything can be rated important, it usually is.
Survey researchers comparing ratings with rankings found that some people avoid hard choices by rating every option as highly and equally important. Set those answers aside, and rating results start to look like rankings. Ranking makes the trade-off that tells you what matters most.
That's why Ranx asks people to put what matters in order, and why its first result is a short list of what to fix first.
Alwin & Krosnick, Public Opinion Quarterly, 1985 · Krosnick & Alwin, Public Opinion Quarterly, 1988Scored, 0 to 100
Ranked, share of importance
Try it yourself
Take a real Ranx survey.
See exactly what your people would see. Ranx public surveys can also gather market feedback and be shared with a link or QR code.
Open now
Try ours: the Clarity and Value Check.
Ranx's own public survey, built and run in Ranx. Put five things Ranx promises in order of how much they matter to your organization. Then tell us how clearly we've explained each one and how confident you are that Ranx would deliver it.
Five to eleven minutes. Leave your email at the end if you'd like the results. It's stored apart from your answers.
You'll rank
- Focus on what matters most
- Turn results into owned action
- Prove what worked
- Simple and safe to run
- Worth the investment
Open now
Help answer: what should employers fix first?
Workforce Priorities is Ranx's market pulse, with one survey for people leaders and one for employees. Put six areas in the order they matter most to you at work, then rate how well your organization is doing on each today. Then we compare what leaders and employees put first.
Ranx publishes only combined results. Leave your email at the end if you'd like them. It's stored apart from your answers.
You'll rank
- Manager clarity and follow-through
- Workload and capacity
- Career growth and mobility
- Pay and recognition
- Wellbeing and flexibility
- Trust in leadership
Guardrails
A real survey first, marketing second.
Public surveys say clearly what you're agreeing to, report only totals, keep any email you leave apart from your answers, and explain how results may be used.
Answers go straight to Ranx
This website never stores your answers; they're sent to the Ranx app and checked there.
Totals only
Answers are only reported as totals. Employee, patient, and student groups, and research panels drawn from a named list, are never shown below the minimum group size.
Nothing goes live by accident
Each survey is clearly marked as a draft, a private preview, published, or archived.