Don't mistake a calm workforce for a committed one

Right now, early careers retention looks reassuringly calm. Plenty of young employees are staying put, and job-hopping appears to be slowing. It is tempting to read that as a win. We would gently suggest reading it again.

When LHH asked early careers professionals what was actually keeping them in their roles, only 15% pointed to alignment with their employer's purpose, mission or values. Far more were staying for reasons that should give any employer pause. 21% said the main thing keeping them in place was a lack of opportunity elsewhere, and a further 13% put it down to uncertainty about changing roles.

That is the point worth sitting with, and it is our firm view: a quiet workforce is not the same as a loyal one. A good portion of your "loyal" early talent may simply be waiting. 42% told us they are very likely to stay over the next year, yet a year earlier our Career Barometer found 47% felt more inclined to move than before. The mood can turn quickly, and 12% already intend to leave within twelve months.

It matters because retention built on hesitation rather than belief shows up in performance. The CIPD has found a clear link between how engaged people feel  and how well they say they perform.

So, what can you do about it?

• Audit why people stay, not just whether they stay. An engagement score will not tell you the difference between commitment and inertia. Ask the question directly.
• Make growth visible. People who can see a route forward are far less likely to start looking sideways.
• Give your best early talent a reason to choose you again, before the market gives them an easier exit.

If your retention numbers look healthy but you are not sure what is holding them up, that is exactly the conversation worth having.

LHH's Career Navigator helps early careers talent build a future with you, on purpose rather than by default. Download your copy of our research.

Let's start a conversation.