Businesses are increasingly struggling to retain talent as employee satisfaction sits at an all-time low. In fact, according to the latest research from Kelly Services, nearly a quarter (23%) of employers have noticed a dip in employee satisfaction in the last year. Meanwhile,  a third (33%) of employees are “very likely” to leave their job in the next year.

Businesses are increasingly struggling to retain talent as employee satisfaction sits at an all-time low. In fact, according to the latest research from Kelly Services, nearly a quarter (23%) of employers have noticed a dip in employee satisfaction in the last year. Meanwhile,  a third (33%) of employees are “very likely” to leave their job in the next year.

As someone who has been working for the same company for over 25 years, after being impressed as a customer and then deciding to join as an employee, I have a strong opinion about what the ‘secret ingredients’ are for employee longevity. This is something that MHR is very strong at, too – I am not the only one at my company who has been there for the long haul; numerous colleagues have been working at MHR since its inception, so I’m also familiar with how contagious and self-perpetuating long-term retention can be, its positive impact on workplace culture, and how this impacts customer satisfaction and retention.

A large part of employees feeling dissatisfied stems from a lack of career development opportunities, which leads to the belief that the only way to move up is by moving out. According to job search site Indeed, one of the main reasons people choose to leave their company is a lack of progression opportunities. Yet, the number of employees receiving regular off-the-job workplace training and development fell by nearly in third (30%) over the last two decades. In an age when retaining employees is increasingly complex, the key to unlocking employee longevity lies in three things: 1) offering well-organised, authentic training programmes at all career levels; 2) assisting employees in crafting careers; and 3) ensuring the right culture, which fosters a true sense of belonging.

Read full article here