A new survey has revealed that two-thirds of HR professionals are planning to leave their organisation over the next year.
Those most likely to be considering the move are professionals working for bigger organisations made up of 1,500+ employees.
Why are HR professionals so eager to move on?
The research, compiled by Ciphr, looked at the reasons why these workers are looking to move jobs.
The reasons given are as follows:
- Wanting to gain new knowledge and skills (cited by 33%)
- Feeling underpaid and wanting a higher salary (24%)
- Looking for a more rewarding/fulfilling job (20%)
- Wanting to improve their work-life balance (19%)
- Looking for better employee benefits (16%)
- Wanting a less stressful job or a more manageable workload (15%)
- Wanting better job security (15%)
- Looking to reduce their working hours (14%)
- Feeling like it’s just time to move on (13%)
- Having bad/ineffective leadership at their current organisation (13%)
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Advice for employers
While employers might be aware that retention is a challenge, many might not expect the above reasons for why employees are looking to leave.
Claire Hawes, chief people and operations officer at Ciphr, said, “If people in your HR team are feeling overlooked because they don’t have clearly defined training and development routes. Or maybe they don’t feel adequately rewarded for the skills and experience that they bring. Then it’s very likely that other employees in the business are feeling exactly the same way too. And, if you’re not doing what you can to meet their needs and priorities, another organisation will.
“Employers must prioritise training and upskilling, and give people the time they need to focus on their own development. Structuring teams in a way that enables cross-specialist learning, secondments to other departments, or more involvement in wider business projects can all be valuable in helping HR professionals gain more commercial awareness and a broader understanding of the organisation”
Claire added, “Everyone should have the opportunity to grow in their role and gain new knowledge and skillsets to help them reach their potential, and improve their HR capability in the longer term. Otherwise, who can blame them for considering going to work for another company that will respect and value their vital role?”
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