A recent IoIC survey has shown that 57.83% of people are expected to leave their employer within the next 3 years.
Whilst the number can vary vastly for different industries, the average in the UK according to Monster is 15%.
That’s a significant difference isn’t it?
Whilst employee churn is both healthy and expected, this higher rate is costly to organisations. And even more so when your high performers and talent decide to move on.
There are many reasons for this new number given the year that we’ve just experienced, including:
· levels of trust in an organisation
· the opportunity to be heard
· lack of D&I
· employee experience during the pandemic
· transparency and authenticity of communications
· lack of vision and purpose
· limited opportunities for development
One that has always resonated with me is “People join an organisation and leave a manager.”
People Managers are experiencing one of the most challenging times in their careers.
Not only are they adapting to the changes of managing their teams remotely, their involvement in the care and well-being of each of their people has increased, and for many, they are trying to balance this with their own objectives, mental health, home-life, home-schooling, caring etc.
Could your People Managers benefit from additional development and support to emotionally connect with their teams?
The good news is that we are seeing some incredible lessons from the impact that great People Managers can have on employee engagement when they are supported with the tools to do so.
What is your People Manager strategy?
Do you have some stories to share?
Alternatively, if this has resonated with you and you’d like to discuss in more detail, do get in touch and I will share how I’m supporting People Managers in other organisations.