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Career development is the number one reason why employees quit their jobs
Career development is the number one reason why employees quit their jobs
Lack of career development is the number one reason that employees quit their jobs, according to a new report by Great Place To Work Belgium and Vlerick Business School. The report also found that employees commonly consider leaving an organisation due to a lack of trust in management and a poor workplace culture. The study, Great Ways to Explore Career Expectations, was conducted by Felien Lison and Astrid Vandenbroucke – both from Great Place To Work Belgium – and Dirk Buyens, Professor of HR Management at Vlerick Business School.
The report focuses on how potential employees search for job roles, what employees expect from their employers, what drives talent retention and attraction and the effectiveness of employer branding. To do so, the researchers surveyed over 300 employees based in Belgium, in late 2023 and early 2024. Participants were asked to answer questions related to their career expectations, as well as what they expect from an ideal employer.
Not only did the research identify the most likely reasons as to why people leave organisations, but it also identified the reason as to why most people join a specific organisation, such as financial motivations. Future career development, meaningful work and a good workplace culture are also aspects found to drive people to apply to a certain organisation.
Interestingly, women placed more importance on finding a job role which gives them flexibility in terms of where and when they are able to work, whilst men were more likely to place importance on the financial compensation of a job role.
“The competition to secure and retain top talent is fiercer than ever. With remote working, an ever-increasing globalised world and new technologies, the pool for talent is bigger, but so are the options for talent.”, says Koen Dewettinck, CEO of Great Place to Work Belgium, and Vlerick Professor. “Companies must continually reinvent themselves and commit to good HR practices to retain their people and attract new ones.”
When applying for a new job role, the researchers also found that the most popular method was through LinkedIn and other social networking sites. Whilst other popular methods were word of mouth, company websites, and specific jobs platforms.
The researchers also asked questions on the psychological contract – a mutual common understanding between employees and employers about what to expect from the organisation. The study found that employees believed a social atmosphere, communication between colleagues, cooperation, job variety, a good pay and benefits package, and matching company culture were the most important factors in this contract.
The research also concluded that companies with a strong brand, that were known for treating their employees well, were more likely to attract and retain good staff. Indeed, Potential applicants were much more likely to apply for a company which has received awards, certificates and recognition for being a great place to work.
FREE WEBINAR: Empower your team to drive impactful change from small everyday actions
WEBINAR: Empower your team to drive impactful change from small everyday actions
Struggling to get your team to step up with fresh ideas or take ownership of improvements?
In today’s ever-changing work environment, it can be challenging to inspire your team to embrace change, share new ideas, and feel empowered to drive meaningful improvements. But what if the key to lasting change lies not in sweeping initiatives but in encouraging small, everyday actions?
Join Trickle for their next Be the Change webinar, “Micro-Transformations: Empower Your Team to Drive Impactful Change from Small Everyday Actions”, and discover how to empower your team to make a difference with every small step.
FREE WEBINAR: Wednesday 25th September 2024
11:30am – 12:15pm
Trickle is thrilled to be joined by Cathi Harrison, CEO of The Verve Group, a dynamic leader who has built a thriving business by embracing innovation and empowering teams. Cathi will share her invaluable insights on how small, continuous improvements can drive significant transformation in your organisation.
This is a must-attend for any leader looking to inspire change and unlock their team’s potential. Don’t miss it!
FREE WEBINAR DETAILS:
Wednesday 25th September 2024
11:30am – 12:15pm
72% of UK firms struggle with skills gaps and are turning to AI and upskilling amid £275m productivity loss
72% of UK firms struggle with skills gaps and are turning to AI and upskilling amid £275m productivity loss
72 per cent of companies are lacking the necessary talent in key areas like AI, data analytics, and cybersecurity – up from 69 per cent in 2023, according to a new report from Docusign’s Digital Maturity Report 2024. Businesses are increasingly focusing on ‘quiet hiring,’ upskilling their current workforce, and leveraging AI tools such as ChatGPT to address the shortage without expanding headcount. The number of companies using AI to fill skills gaps has risen by 42 per cent in 2024.
Despite increased investment in digital transformation, UK companies are still struggling to improve productivity. Workers are wasting an average of two days a week on manual, low-value tasks, costing businesses over £275 million in lost productivity each year. This inefficiency is also causing dissatisfaction among employees, with 41 per cent considering leaving their roles due to outdated processes.
However, while 35 per cent of companies plan to invest more in AI over the next year, only 43 per cent feel fully prepared to implement it, with concerns around security and data protection still holding many back. Despite these challenges, boosting efficiency through AI and digital tools remains a top priority as companies look to close the gap between their technology investments and productivity outcomes.
Sheila Flavell, COO Of FDM Group commented: “With AI advancing rapidly, businesses are investing more to stay competitive. However, it’s crucial for companies to provide high-impact skills training to help their staff keep pace with evolving technology. Upskilling in AI, data analytics, and security ensures they have the talent needed to drive digital transformation.
To effectively upskill workers in these areas, businesses must prioritise experiential learning, giving employees the hands-on experience necessary to apply new technologies. This approach not only boosts productivity but also reduces the reliance on ‘quiet hiring’ and helps retain top talent by offering real opportunities for growth.”
OUT TODAY – September 2024 Issue of Hr NETWORK Magazine
OUT TODAY – September 2024 Issue of Hr NETWORK Magazine
Hr NETWORK is ‘The Hub’ of Scottish HR and people development with an ‘Access All Areas’ pass to Scotland’s most influential human resource and business professionals across all sectors in Scotland. As well as readers from the world of HR, the magazine is also extremely popular within SME (Small and Medium Enterprise) organisations and is very useful for line managers, heads of department, senior management, managing directors and other professionals throughout the country who play a vital role in the development of people within all industry sectors in Scotland. Published bi-monthly, Hr NETWORK Magazine is informative and a ‘must have’ for its readers, and brings with it in every issue, great opportunities and benefits for advertisers and sponsors too.
Hr NETWORK Magazine September 2024
Our Global HR Family
International HR presents practitioners with a different dynamic to embody the best diversity, values and culture. Andy Moore spoke with Skyscanner’s Bob Athwal to discover how HR can inspire and lead teams as part of its extended “international family.”
Also in the latest issue:
- The regular sections of the magazine include: Stats, EXTRA and The Bookshop
- The ‘Insights’ section features first class comment from those in the know on a range of subjects including: Supporting employees through divorce; Emotional literacy at work; Health & Wellbeing; Retired = Cancelled!
Click the front cover below to read the latest issue:
Employers who do not embrace hybrid work risk talent exodus and rise of “quiet quitting”
Employers who do not embrace hybrid work risk talent exodus and rise of “quiet quitting”
Employers who micromanage their team’s working patterns and locations risk losing top-tier talent to “quiet quitting”, a new study has revealed. International Workplace Group explored the main reasons why UK workers are most likely to “quiet quit”, a workplace term used to describe employees doing only the bare minimum required by their job description.
More than half (57%) of workers said that they were more likely to “quiet quit” if they had a manager who made them feel undervalued, micromanaged, or did not provide the flexibility to work from a location which best suits their needs.
With 22% of the UK workforce currently feeling or having previously felt demotivated at work, millions of workers could potentially disengage from their roles or seek employment elsewhere if they do not feel empowered by their teams to work in a way that works for them.
However, two fifths (40%) of office workers are less likely to ‘quiet quit’ or become demotivated at work if their employers offer a hybrid model. Workers are sending a clear message to current and potential employers: embrace the benefits of hybrid working, or risk losing talent.
The reality for businesses that don’t offer hybrid, is that they will lose the best talent – with six in 10 (62%) hybrid workers saying they would consider leaving their job if required to return to the office five days a week.
Furthermore, 71% would decline a new job or position that involved a long commute, while 72% would only consider new roles offering the flexibility to work from any location.
In addition to boosting productivity levels (78%), hybrid working empowers employees to make decisions about their work schedules based on when and where they work best (92%) – one of the most important factors in preventing employees from quietly quitting.
For workers that currently lack the flexibility to work where they want, 55% believe they would experience greater job satisfaction and productivity if allowed to work in a hybrid manner by their manager or boss.
The research also identified the top three markers of good management as: promoting work-life balance, trusting workers to complete work from any location, and being approachable and open to conversations about new ways of working.
This is supported by academic research from Professor Bloom, a Stanford economics professor and world-renowned expert on hybrid working, who says that companies that offer this kind of flexibility can expect to see quit rates decline by as much as 35%.
Mark Dixon, CEO of International Workplace Group, said: “This latest research from International Workplace Group highlights how businesses can tackle quiet quitting to maintain business productivity. The greatest boost to performance, productivity and employee happiness comes from freeing workers from the bind of a long, unproductive, and expensive journey several times a week to a city centre office where they complete tasks they could perform closer to home. Businesses need to empower their employees to work when and where they are most productive. By giving employees this option, businesses are less likely to foster a culture with disengaged and unfulfilled workers.”
WEBINAR: The power of one – How individual actions can ignite organisational change
WEBINAR: The power of one – How individual actions can ignite organisational change
As we take time away from our usual routines, many of us find this season to be a wonderful opportunity for reflection on various aspects of life—be it careers, fitness, relationships, or personal growth. We often return from our summer breaks energised, brimming with new ideas, and eager to make a difference.
To harness this positive energy, our friends at Trickle, the employee engagement specialists are thrilled to announce their next upcoming webinar taking place on Wednesday 28th August from 2.30pm to 3.15pm.
Entitled ‘The power of one: How individual actions can ignite organisational change’ the webinar is designed to inspire and empower you to create meaningful change in your workplace.
Are you ready to make a positive difference? Join Trickle for this transformative session with two exceptional speakers:
- Laura Skaife-Knight, Chief Executive, NHS Orkney
- Nick Elston, Renowned International Mental Health Speaker
What You Will Learn:
- Real-life examples: Laura and Nick will share compelling stories and real-life examples that highlight the impact of small actions
- Expert tips: Gain valuable insights and practical tips on how to initiate and drive change from any position within your organisation
- Finding your voice: Learn strategies to find and amplify your voice, making your contributions to workplace well-being more impactful
- The power of employee voices: Discover why giving your employees a voice is imperative for business success and how to do it in a psychologically safe way. Learn techniques to create an environment where everyone feels heard and valued
Why Attend?
Empowerment: Discover how to harness your potential to effect positive change.
Inspiration: Be inspired by Laura and Nick’s journeys and experiences in using the power of voice to create cultural change and organisational improvement.
Actionable advice: Walk away with practical steps you can implement immediately to create a more supportive and dynamic work environment.
Who Should Attend? This webinar is perfect for:
- Employees at all levels looking to make a positive impact
- Leaders and managers seeking to enhance workplace culture
- Anyone passionate about the importance of employee voice
WEBINAR DETAILS:
Date: Wednesday 28th August 2024
Time: 2.30pm – 3.15pm