Silent Flight Risk: Why Employee Loyalty Isn’t Always What It Seems
Many employers assume that if their workforce isn’t moving, their people must be satisfied. But research suggests that a significant number of employees are staying put not because they’re happy, but because they don’t see better options elsewhere. As the job market picks up, organisations could see a wave of departures from employees who have been waiting for the right time to move.
Now is the time to focus on retention. Strengthening your Employee Value Proposition (EVP) before the job market becomes more competitive will put your organisation in a stronger position to keep top talent. If engagement efforts are left too late, key employees could walk just as you’re gearing up for growth.
Budgets are tight, and it’s not always possible to invest in every employee in the same way. That’s why it’s important to focus on your critical talent—those who drive business success and have skills that would be hard to replace. Giving them meaningful career development opportunities and tailoring their employee experience to what they value most will go a long way in securing their loyalty.
Using people data is a key first step. Insights from employee surveys and pulse checks can highlight where engagement is slipping and where the biggest retention risks lie. This allows for a targeted approach rather than a one-size-fits-all solution. Equally, prioritising business-critical roles ensures that your retention efforts are focused where they matter most. Identifying the positions that have the greatest impact on your organisation’s performance allows you to direct resources effectively.
Acting on employee feedback is essential. If your people are asking for more flexibility or resisting office-based working patterns, listening to them is crucial. Small, cost-effective changes—such as introducing a nine-day fortnight or refining hybrid working policies—can have a big impact on morale. Employees who feel heard and valued are far more likely to stay.
Reconnecting employees with your mission can also play a vital role in engagement. If motivation is dropping, it may be time to refresh your EVP. A company-wide reset day can help clarify business priorities, reinforce values, and ensure everyone understands their role in the bigger picture. When people see a clear purpose in their work, they are more likely to remain committed.
Holding stay interviews is another proactive way to address potential retention risks. One-to-one conversations with employees can uncover what’s keeping them engaged—or what might push them to leave. By addressing concerns before they become reasons to resign, you can re-energise employees who may be considering their next move.
Being proactive about retention now will help prevent unexpected departures later. What steps is your organisation taking to hold onto its best people?
