Employee retention | Is it time for a smarter way to manage your people?

Covid has had a huge effect on many industries in the UK, many people were furloughed, laid-off (either short term or longer term) and others have reassessed priorities regarding work and how it impacts on the rest of their life.

A survey late last year of 6,000 workers suggested that up to 69% of them were “feeling confident about moving to a new role in the next few months” and a more recent survey of 31,102 employees found that this so called “great resignation” is not over. It showed that still 52% of younger workers and 35% of those over forty were likely to consider changing employers this year. Add this to EU nationals returning home after Brexit and you have the ingredients for the perfect storm for labour shortages!

As discussed in our previous blog, “What is the best shift pattern?” the starting point is with the demand. We fully expect increased activity in airports over Easter, the Summer and Christmas and can plan for a myriad of other known demand fluctuations - some areas having added complications of demand changes flexing with daily flight alterations, even here a high percentage of work attendance is predictable. If you organise attendance for the major known seasonality, the minor alterations are more manageable.

As there is more and more unmet demand for employee resource and hours, this could have instigated a power shift towards the employee, as increasingly more pay is demanded and better conditions becoming a prerequisite.