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    60% are considering changing
    jobs in the next 12 months

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    Employees want dedicated
    training and clear career pathways

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    One fifth of people say they
    have no career progression
    in their current role

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    Over 33% of employees
    would like soft skills training

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    Over half feel positive about
    their career prospects

  • According to research by ONS, “average hourly earnings growth was 6.6 percentage points higher for employees who had changed jobs compared with those who stayed in their [current] job.” Despite a large majority of the employees we surveyed, stating they're satisfied in their role, a high percentage are still considering changing jobs.


    Employees are increasingly looking beyond salary when selecting and applying for roles; but this doesn’t mean that salary isn’t still incredibly important, particularly as people navigate the cost of living crisis.


    Another important factor when assessing future career aspirations is the need for training and development, which continues to be a vital component for employees. With a large majority of those surveyed, stating they’re actively seeking learning and progression opportunities and 44% saying that a lack of career growth is a leading cause of job dissatisfaction.


    Furthermore, over one fifth of people said there is no scope for career progression in their current role. So, whilst development is clearly a priority for employees, it appears that many workers are perhaps not being provided with the resources and tools to facilitate this.

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  • Does your role have scope
    for career progression?

    Are you on a career
    development plan?

  • How are employers responding to this?


    With over half of employers expecting their output to increase in the next 12 months, and realising that retention continues to be a challenge, businesses are preparing for a surge in hiring. 96% stated that they are looking to hire in the next 12 months.


    In order to prevent employees from leaving, 79% of employers have made more counter offers in 2022 than they did in 2021, clearly showing that employers continue to use this strategy to eliminate the cost and effort of recruiting a replacement.


    However, with employees looking for more than a decent salary, should businesses focus on improving their remuneration packages to differentiate themselves from competition?

    Counter offers in 2022 vs 2021

  • Read our divisional guides