Sarah Hernon, principal consultant at Right Management says: “Managers shouldn’t really be feeling shocked when an employee hands in their notice, as they should be constantly temperature-checking overall sentiment by having regular, open and honest check-ins. These should be in place to discuss not only the day-to-day but also how an individual can build their career, and what measures need to be in place to help achieve their personal goals – whether that’s extra training, new projects or times spent with colleagues from other departments.”
The research – which surveyed more than 2,000 UK employees – uncovered that 56% of respondents said that handing in their notice came as a shock to their managers, with only a quarter (27%) of people saying their notice was welcomed.
Sarah adds: “Annual appraisals no longer fit the mould; managers need to keep up to speed with workers’ career goals and aspirations in the moment, so they can spot flight risks before it’s too late.”
In addition, the survey of British employees found that 62% of people said they would be honest in their exit interview, as well as 56% of respondents saying they would return to their most recent employer.
Sarah continues: “With more than half of employees saying they would be honest in their exit interview, it’s important for business leaders and owners to take note and to make good use of feedback to help make improvements. Maintaining positive morale and retaining strong talent is an ongoing challenge for organisations, but it can be combatted by ensuring the exit interview is not just treated as a tick-box exercise, with feedback acted upon and communicated within their teams.”
Right Management is finding that there is a growing opportunity for boomerang employees in the market, with ManpowerGroup’s 2024 Talent Shortage Survey (TSS) revealing another 18-year high for businesses across the UK who are struggling to fill roles from junior to senior levels.
Sarah concludes: “Some employers are missing a trick in terms of the potential for boomerang employees, with just over half of employees saying they would return to their old employer. This is a large pool of employees that can be hired back into an organisation and culture they’re well aligned to, which is highly valuable given current labour shortages. However, employers need to create a smooth leaving process to ensure this is a feasible option in future.”
Right Management is a global talent management offering for outplacement, career management and leader development solutions. They help organisations accelerate performance by building the capabilities they need to adapt their workforce today and in the future.