Recent findings reveal a communication gap between UK employees and their managers regarding resignations.
- Over half of UK employees feel their resignation shocks their managers, a Right Management survey suggests.
- Lack of regular career discussions might be contributing to resignation surprises in the workplace.
- Most employees are candid in exit interviews, indicating a need for actionable feedback in organisations.
- The potential of rehiring former employees is underutilised, despite current labour shortages.
A recent survey conducted by Right Management, which is part of ManpowerGroup, highlights a significant disconnect between employees and managers. The study reveals that more than half of UK employees perceive handing in their notice as a surprise to their employers. This suggests a lack of regular, meaningful career conversations in many workplaces, according to Sarah Hernon, principal consultant at Right Management.
Hernon advocates for frequent and honest check-ins between managers and employees, focusing not only on daily tasks but also on career development and personal goals. This could include discussions on additional training, engaging in new projects, or collaborating with colleagues across various departments. The aim is to create an environment where managers are constantly aware of their team’s ambitions and concerns, reducing unexpected resignations.
The survey, which involved over 2,000 UK employees, found that 56% experienced their resignation being unexpected for managers, while only 27% felt their departure was welcomed. This indicates a need for managers to maintain awareness of employee aspirations through real-time engagement rather than relying solely on annual appraisals.
Furthermore, 62% of employees expressed a willingness to provide honest feedback during their exit interviews. This creates an opportunity for organisations to utilise this feedback constructively, thereby improving workplace morale and retaining talent. Hernon stresses the importance of treating exit interviews as more than just a procedural formality, encouraging active use of the insights gained to foster a positive work environment.
There is a notable trend towards ‘boomerang employees,’ where former employees return to previous employers. The ManpowerGroup’s 2024 Talent Shortage Survey revealed a persistent challenge in filling roles across all levels of experience. Hernon points out that employers could benefit significantly from rehiring previous employees, who already align with the company culture, by facilitating a supportive departure process.
Fostering ongoing and open career dialogues can mitigate unexpected resignations and enhance employee retention in today’s competitive workforce.
