Almost one in five UK employees plan to leave their jobs this year, while almost a third are unsure about whether they will stay in their current role, findings by the Institute of Leadership and Management (ILM) have revealed. Importantly, the study found that 16% of workers looking to leave stated they did not feel valued by their current organisation. What’s more, the vast majority would like a similar (40%) or a different (39%) role at a new company, while one in ten would like to start their own business.
Employees Seek for a More Transparent Leadership From Their Boss
The findings also point out a clear desire for workers to improve the standards of leadership in their organisation. A fifth of the workers surveyed hope to improve their own leadership skills and 17% hope for more transparent leadership from their boss.
Almost a third [31%] chose improving their work/life balance as their main priority for 2014. Other priorities were:
- To get more training or a new qualification (28%)
- To become a better manager (13%)
- To be more productive at work (11%)
- To develop better relationships with colleagues (4%)
The Chief Executive of the Institute of Leadership & Management, Charles Elvin noted that “The survey reinforces the importance of leadership to workers in the UK, and in particular the desire for greater transparency in the workplace. This should be an important consideration for both current managers and those looking to improve their leadership skills”.
Is AnythingGoing Wrong With the Workplace Culture?
Previous studies have shown that pay and benefits are the cause of most dissatisfaction for the majority of British workers, with nearly half considering a change of jobs. The Edenred Barometer, conducted by Ipsos; revealed last year that 39% of employees were satisfied with their fixed pay and only 30% were happy with their variable pay.
The research found the UK has the highest number of employees looking at moving jobs in Europe (48%), with one in 10 (12%) actively planning their next move and 36% saying they were considering each opportunity that came up.
These figures suggest that employers should do more to motivate and reward their workforce if they are to engage their employees and retain the talent they need to sustain their organisations.
Employers need to build better retention strategies to reinstate their people’s lack of motivation in the workplace and low esteem not only with financial incentives but also with cost-effective means of motivation. This includes providing equal opportunities, following transparent policies, providing regular feedback, enabling workers to have autonomy in their roles and the opportunity to innovate in people-friendly office environments.