1 in 4 employees are looking for a new job right now: hereโs why employers are struggling to retain talent and what needs to chance asap.
According to research from Ciphr, just over one in four (26%) employees have been โactively job huntingโ while working in their current job.
If that stat makes you nervous, it should. Talent is slipping through your fingers, and no, itโs not just about the money or free snacks in the kitchen. Workers today are more empowered, more mobile, and far less willing to stick around in an environment that doesnโt support their growth, wellbeing or ambitions.
Annabelle Beckwith is a leadership and management expert with 25 years of international experience coaching leaders in some of the worldโs most successful organisations. According to her, employers need to take a long, hard look in the mirror before blaming โentitledโ employees or โlazyโ Gen Z workers.
โWe canโt blame people for leaving when we donโt give them a reason to stay. Todayโs workforce knows their worth, and job-hopping is no longer frowned upon โ itโs expected. If someone doesnโt see a future with you, theyโll find it somewhere else, and thatโs not on them, itโs on the company.
Too many leaders are still operating with a 1990s mindset, thinking a stable salary and the odd away day will be enough to keep staff loyal. But the reality is, if youโre not actively investing in your people โ if youโre not listening, supporting, developing, and recognising them โ they will walk. Talent retention isnโt a mystery. Itโs the result of deliberate, consistent effort, and if that effortโs not there, neither will your top performers be.โ
So what exactly is going wrong โ and how can employers turn things around?
Here are five reasons employers struggle to retain talent, and what to do about it
1. Limited career growth opportunities
If your employees donโt see a future with you, theyโll go and build one somewhere else. Feeling stuck is one of the fastest routes to disengagement โ and it doesnโt take long before โjust browsingโ job boards turns into a new contract elsewhere. Too many organisations assume staff will stay loyal without showing a clear progression path. The truth is, development plans, mentorship, and internal mobility arenโt โnice to haveโ anymore โ theyโre expected.
Top tip: Schedule regular career conversations outside of annual reviews. Ask employees where they want to go, what skills they want to build, and what kind of challenges excite them. Then actually follow through with a tailored development plan.
2. Inadequate compensation and benefits
Weโre in a cost-of-living crisis โ if youโre not paying people fairly, they wonโt stick around. But itโs not just about the number on the payslip. Employees want to feel that their total package โ including benefits, perks and flexibility โ reflects their contribution and individual circumstances. If they feel undervalued, theyโll find someone else who values them more.
Top tip: Move beyond one-size-fits-all benefits. Offer flexibility in how perks are structured so employees can choose what matters most to them โ whether thatโs extra time off, private healthcare or support with childcare.
3. Poor work-life balance
โAlways onโ cultures might win short-term productivity, but they come at the cost of burnout, resentment and high turnover. If your team is constantly stretched thin, working late, and checking emails at midnight, youโre creating a ticking time bomb. People want lives, not just livelihoods โ and if they feel like they canโt have both, theyโll leave.
Top tip: Encourage boundaries by leading by example. If senior staff are sending emails at all hours, it sets the wrong tone. Promote healthier habits, and create a culture where rest is seen as productive โ not a sign of slacking off.
4. Unsupportive management
The old saying still rings true: people donโt leave companies โ they leave managers. A bad boss can sour even the best job. If employees donโt feel respected, heard or supported, theyโll disengage fast. But itโs not just about avoiding conflict; itโs about having leaders who coach, encourage, and create an environment where people can thrive.
Top tip: Invest in leadership training that goes beyond spreadsheets and strategy. Focus on emotional intelligence, communication, and active listening. Give managers the tools to be better humans โ not just better task managers.
5. Lack of recognition and appreciation
You donโt need a standing ovation every time someone meets a deadline, but if your people feel like their hard work goes unnoticed, theyโll start to wonder why they bother. Recognition doesnโt have to be expensive โ it just has to be genuine, timely and consistent. A quick thank-you, a shoutout in a meeting, or a personalised message can go a long way in making someone feel seen.
Top tip: Make recognition a regular part of your team rhythm โ not an annual afterthought. Build it into your one-to-ones, team catch-ups, and internal comms. And make sure itโs specific: tell people exactly what they did that made an impact.
If you are looking for a new EA or a PA position then take a look at the latest opening on our jobs page and the excellent career news articles to help you with your search.
