In the dynamic UK job market, employee turnover remains a significant challenge, shaping the workforce landscape.

Insights gleaned from recent research conducted by KPMG and the Recruitment and Employment Confederation (REC) provide valuable data-driven perspectives for employers and recruiters.

Amidst the persistent churn in the job market, which isn't showing signs of slowing especially with companies driving change and more in office based work patterns.

A critical concern is retaining staff. This article explores key complaints and reasons behind employee turnover based on market trends and research findings.

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Why recruitment can be doomed to struggle when the job description is being written

Initiating the recruitment process often encounters hurdles as roles are advertised, with decision-making influenced by departing employees or the envisioned ideal candidates.

The market dynamics, as illuminated by KPMG and REC, underscore the importance of thoughtful considerations when replacing departing staff, acknowledging their journey within the company and the challenges of replicating the developmental process in a new hire.

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Why employees looking for new jobs and not addressing their internal issues

The research reveals a common scenario where resignations catch employers off guard, and counteroffers provide only temporary relief from the immediate loss of experience.

The real motivations behind employee departures often go beyond surface-level dissatisfaction. The data suggests that a majority of individuals (85%), admit they would rather seek a new role than address issues and gripes with their current role. Many people are unwilling to face the awkward conversations, especially around pay rises, with more of a thought process of I’m not valued and worry of broaching the awkwardness.

Personal narratives also highlight a reluctance among employees to express dissatisfaction directly to their managers, opting instead to save face and avoid discomfort. Employees often claim to leave their positions due to external approaches or headhunting, however there’s a reason they were open in the first place and this often softens the blow and hides the employees dissatisfaction from the company.

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Retention Strategies: Speak to your staff on their level

To address the challenges posed by employee turnover, companies must adopt proactive strategies informed by market trends. Understanding the root causes of dissatisfaction and actively working to mitigate them emerges as a key focus area.

If the hiring manager isn't able to have a such a conversation on the employees level, then provide them training and softer skills support, as without this they will likely have turnover. Creating an environment conducive to professional growth and development, coupled with transparent communication channels, is essential in retaining top talent, as indicated by the research.

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Conclusion

As the UK job market evolves, employers must leverage the latest market insights but more so do the age old thing of speak to their staff to navigate challenges effectively. The recent research by KPMG and REC provides valuable data-driven perspectives on factors influencing employee turnover and recruitment challenges.

By recognising the significance of retention strategies and addressing underlying issues, organisations can better navigate the competitive job market.

In summary, the market data underscores the importance of proactive measures in retaining staff, offering leaders practical insights to navigate the complexities of the ever-changing UK job market for 2024

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