What do early careers professionals really want from their career? UK research on internal progression

Why does career progression matter to early careers employees?

LHH’s Building future talent that stays and performs UK research reveals that nearly a third (32%) of early careers employees say that having a clear career progression within their current employer would demonstrate that their development matters to their organisation.

Download the Building future talent that stays and performs research

This is not simply about promotions, it’s about employers actively engaging with them and identifying their career ambitions. Organisations need to be seen to support the development of their employees by mapping out what internal career opportunities there are that align with both their personal development goals and those of the business.

• 82% of early careers employees say that they would be more likely to stay with their current organisation if they had access to more career development support.
• 94% of early careers employees who receive career development support say they find it personally beneficial to them.

What is the career conversation gap in UK workplaces?

Despite early careers employees seeking career growth and responding positively to it when they get it, many are still waiting for the opportunity to talk about their development aspirations with their line manager.

LHH’s research shows that 44% say they are comfortable discussing their career with their manager but have not yet had that conversation. This is a clear miss for organisations that want to actively engage with their early careers employees and reveals a gap between what they want and what they are getting.

We believe that career development conversations should not be one-off yearly events tied to annual performance reviews. These provide no benefit to the employee and can actually harm their perception of the organisation if it is seen as a tick box exercise rather than actual investment in them.

For meaningful career development, line managers and employees should have regular ongoing career conversations with clear goals and outcomes.

• Line manager training – actively investing in training that gives line managers the skills and confidence to lead career development conversations with their team.
• A culture of internal career opportunities – supporting those conversations with internal opportunities and enable employees to feel empowered to take control of their career with their employer’s support.

What happens when employers don't offer clear career progression?

28% of early careers professionals surveyed say they do not see a clear or realistic path for progression within their current organisation. This is an obvious missed opportunity especially now when the suppressed job market is keeping many employees in place, but when economic conditions do improve, employers may see valuable talent exit the business quickly.

LHH’s research indicates that early careers professionals are clearly motivated to drive their career forward and are looking to their employer to help achieve this. It’s also clear that if they feel like they are not getting the support they need, they will move to organisations who can offer them this.

With the current economic environment causing early career professionals to stay in their role, now is the time for employers to proactively engage with these employees and develop internal career plans and strengthen its talent’s long-term retention.

How can employers improve early careers retention through career development?

Early careers employees are motivated to grow. When organisations actively support that ambition through structured internal career progression, regular career development conversations, and trained line managers, career development becomes a strong retention tool for UK employers.

More information and download the Building future talent that stays and performs research

Why Early Careers Employees Are Staying Put For Now

For more information about supporting early careers development please contact us

 

Frequently asked questions

What percentage of early careers employees want clear career progression?

32% of early careers employees say clear internal career progression is the clearest sign their employer values their development.

Would career development support improve employee retention?

Yes. 82% of early careers employees say they would be more likely to stay with their current employer if they had access to more career development support.

How many early careers employees haven't discussed career progression with their manager?

44% of early careers employees say they are comfortable discussing their career with their manager but have not yet had that conversation.

How many early careers employees see no clear path for progression?

28% of early careers employees say they do not see a clear or realistic path for progression within their current organisation.