Half of people at work are being asked to do more for the same and without career progression....
That’s according to candidates in the 2019 blueskies survey. This sits uncomfortably next to our statistics from 2018 when candidates told us that the biggest reason for leaving their jobs was lack of career opportunity, challenge and salary.
It’s a risk for businesses who clearly want more from their top talent, but may be passing over the best ways to retain them long term.
Turnover is expensive. According to LinkedIn research losing an entry level employee costs employers 50% of that person’s annual salary, losing a technical or senior level employee can costs employers up to 250% of their annual salary.
CIPD research tells us that recruitment and retention continue to be pivotal challenges within a tight labour market, with 43% saying it has become tougher to fill vacancies over the past 12 months and 32% are finding it hard to retain staff.
We’ve seen salary levels remain static for a while now and increasingly employees are opting for lifestyle benefits, like flexible working, when deciding where to stay long-term. More organisations are considering the impact of lifestyle pressures, at work and at home, on their employees.
But career progression can sometimes be ignored by employers, particularly if limited by size and hierarchy. To keep career development a live conversation, and get results from it, takes intent on the part of both employee and manager.
If annual review conversations are reduced to simply setting objectives for increased productivity, that’s when the recruiter gets a call from the employee to talk about their next career move.
More from the 2019 survey:
40% lack incentives
35% want more training
30% want a higher salary
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