Three proven ways to improve employee retention
How successfully is your business driving career progression and employee retention in today’s ultra-competitive jobs market?
Join Connectr’s next digital workshop where we’ll explore the 3 under-utilised tools HR and L&D leaders across all industries need to meet their retention targets.
On 14th July, our Strategic Lead for Talent, Simon Reichwald, will be joined by industry panellists:
- Rita Symons, Managing Director at Enhance Coaching and Consulting
- Damien Shieber, Head of Culture & Experience at Santander
- Robyn Dessoy, Platform Developer at Connectr
- Tim Smith, Partner at Bryan Cave Leighton Paisner (BCLP) LLP
They will reveal the three key, yet overlooked, tools to ensuring equal progression and retention for all employees.
Attendees will join panellists during interactive sessions to discuss and explore the tools and have their questions answered.
Your key takeaways
While some employers are making progress when it comes to hiring talent from underrepresented groups, many businesses are struggling to nurture and progress these individuals once they have joined an organisation.
Our immersive workshop will explore three essential ways in which senior HR and L&D professionals can strategically drive the progression and retention of their diverse talent.
Simon and our panellists will explore the importance of role models, story-telling, and mentoring with purpose. They will share their experiences, insight, and practical ideas for utilising these tools.
Why is this important?
Recent research shows:
- 94% of employees would stay longer at their organisation if it invested in their career progression. Yet, 81% of UK employees have no formal development or progression plan in place.
- 79% of millennials see L&D programmes, such as mentoring, as critical to their career success. By 2025, millennials will make up over 75% of the UK workforce. Yet, in Early Talent, 14% of apprentices and 19% of graduates are lost after two years. After 5 years, this rises to 33% and 47% respectively.
- Under-represented employee groups particularly face barriers to progression. For example, within the UK’s Financial Services, those from lower socio-economic backgrounds are 25% slower in progressing to senior positions, despite no evidence of poorer performance. In the legal sector, those from lower socioeconomic backgrounds take 18 months longer to reach Partner level.
Hiring diverse talent too often does not result in new recruits progressing or remaining with businesses. Firms are missing out on the value of their overlooked, ‘unlocked’ talent simply due to the barriers they face. By removing these barriers with an effective progression and retention strategy, businesses will maximise productivity, and innovation, and sharpen their competitive edge by reaping the benefits of a diverse workforce.
Join the discussion
Want to lead the change and level the playing field for people within your organisation? Join us! Places are limited so register for your free place here.
If you have any questions, please email: firstname.lastname@example.org