Nearly half of UK employees do not see a clear path to progression, according to data from IRIS Software Group.

The data reveals that 68 percent of UK employees are facing delayed career growth due to a lack of support from their line managers and HR teams.

Also, 78 percent of UK workers surveyed said when they feel connected to the company and colleagues they work for, they produce better work.

 

Career progression vs. the pandemic

Employees are frustrated over the years they lost as a result of the pandemic and are excited to catch up with their career growth. They want purpose and meaning from their work and a clear timeline of what’s next for them in the workplace – and rightly so.

However, organisations have responded to the ‘Great Resignation’ by throwing money and enhanced benefits at people. This is not what employees want. Employees want to progress into higher earning roles that’ll open new opportunities.

“Organisations have responded to the ‘Great Resignation’ by throwing money and enhanced benefits at people. This is not what employees want. Employees want to be connected to something bigger than themselves and feel like their manager cares about them,” says best-selling author and employee engagement expert, Jill Christensen.

 

A disconnect

The lack of support felt by employees is a clear indication that as HR has become more digitised, the human touch has gone one step too far removed. Existing HR systems are not helping managers manage or connect the data needed to support progression.

These figures are alarming seeing as three quarters (74%) of UK workers surveyed said when they feel connected to the company and colleagues they work for, they produce better work. Employees across the UK have faced a turbulent couple of years, with many feeling career aspirations have been put on hold as a result of pandemic challenges.

 

Who is in the driving seat? 

Stephanie Kelly, Chief People Officer at IRIS comments, “There is no question that employees are in the driving seat at the moment. They are frustrated over the years they lost as a result of the pandemic and are excited to catch up with their career growth. Not only is it evident that there is sometimes a lack of transparency between managers and their teams over career goals, but it’s clear that current HR tools and systems are not built to best manage and support employee progression. Workers today want purpose and meaning from their work and a clear timeline of what’s next for them in the workplace – and rightly so. For employers, there’s nowhere to hide.”

Ms Kelly continues, “With a flood of exciting new technology entering the market, designed to help attract, retain, empower and delight the best talent, it is essential businesses utilise tools that supports their teams’ growth. Only then can they build aspirational career plans that are helpful to both their staff and the business.”

 

 

 

 

 

Editor at HRreview

Amelia Brand is the Editor for HRreview. With a master’s degree in Legal and Political Theory, her particular interests within HR include employment law, DE&I, wellbeing within the workplace. Prior to working with HRreview, Amelia was Sub-Editor of a magazine, and Editor of the Environmental Justice Project at the University College London, writing and overseeing articles into UCL’s weekly newsletter. Her previous academic work has focused on philosophy, politics and law, with a special focus on how artificial intelligence will feature in the future.