Did you know that the average UK worker changes jobs every 5 years? This can be incredibly costly for employers; and whilst factors such as the Gig economy, societal shifts and technology being in the driving seat will undoubtedly contribute to staff turnover in our climate, there are ways in which employers can hang on to skilled employees.
In this Q&A series, we sat down with Louise to discuss the ways in which employers can enhance career development opportunities and progression pathways to increase long-term staff retention.
In what ways can employers enhance career development opportunities and progression pathways to increase long-term retention of staff?
“Employers must provide full clarity from the onset; have a career framework for starters, make it accessible for everybody, make it fair and consistent, and review it!
Continually reviewing processes and frameworks are essential when it comes to staff retention. This will allow employers to analyse whether or not the framework they have in place is 1. Still relevant for their business, and 2. Needs adapting to suit the needs of the business and the employees.
Having a job description and a roadmap to achieve is all well and good, but without reviews, how will employers know if the role still exists or if it has evolved into something completely different?
We have a robust framework at Baltimore Consulting, that I break down in terms of not only skillset proficiency, but also consistency. We want to see that employees demonstrate the skills required continually, and I think that that framework piece is really important for them to not only understand the targets in which they need to achieve but also benchmarking themselves against it to recognise what they’re strengths and areas for development are.
Regular touch points, reviews, coaching, training, allows me to work with them, to support them throughout that pathway and help them to flourish in their careers, and ultimately progress in their careers.
I don’t believe this differs from the interim market either; the landscape is changing where interims are seeking more permanent opportunities, allowing them to integrate themselves into a team, have a regular income, stay at home etc. We’re seeing a balancing act between the financial benefits of being an interim, but the holistic benefits of permanent employment – these things are attractive, so enhancing career progression opportunities could very much be a way to retain a skilled interim. It’s again, having those touch points with them to understand job fulfilment and satisfaction, what their aspirations are, if their skillset is better suited elsewhere.”
