The UK’s professional workforce is on the move. According to LHH’s Career Barometer 2025, 62% of employees have changed jobs in the past five years and the number rises to 83% for Gen Z. The current average turnover rate stands at 34% compared to 29% for the period 2017 – 2018. (ONS)
While pay remains the number one reason people take a new role, it seems it’s not enough to keep them. For retention, employees are looking for something more – factors such as career progression, clear career pathways, opportunities to develop skills, and leaders who support their growth, can all be critical.
So, are HR and L&D teams underestimating just how much these factors matter? It seems they might be. Figures from the LHH’s report show that:
- 43% of employees say clear career pathways are critical to staying with their current employer, but only 17% of HR leaders see it as a top factor.
- 31% of employees want more investment in training and upskilling, compared to just 10% of HR leaders who rank it highly.
For L&D teams, this means putting progression and upskilling at the heart of talent strategies.
Generational Priorities: Why One-Size-Fits-All Won’t Work
The report also shows big differences in what each generation values:
Gen Z (under 27)
- Highest mobility: 83% changed jobs in the last five years.
- Prioritises career progression and skill development (59%), and flexibility (56%).
Millennials (28–43)
- Balance salary with flexibility (67%), and progression (49%).
- Value development but also stability.
Gen X (44–59)
- Lowest mobility (43%).
- Focus on pay (85%), flexibility (68%), and stability. Career progression is less of a driver (32%).
L&D professionals need to tailor learning and career strategies to the employees’ needs; offering fast-track development for younger workers, broader leadership and mentoring opportunities for mid-career staff, and autonomy and stability for more experienced professionals.
One of the most striking findings is the gap between what employees value and what HR leaders think they value:
|
Retention Driver |
Employees |
HR Leaders |
|---|---|---|
|
Benefits |
46% |
7% |
|
Career progression |
43% |
17% |
|
Learning & upskilling |
31% |
10% |
|
Leadership relationships |
23% |
6% |
This mismatch means some British employers are unintentionally letting great people walk out the door, simply because they’re not investing in what matters most.
When employees can see a clear future within their organisation, loyalty and motivation increase, career visibility gives people a reason to stay, reduces costly turnover, and inspires them to perform at their best.
This aligns with research showing that strong development opportunities lead to higher productivity, deeper engagement, and stronger collaboration across teams.
The Challenges of Retention Without Clear Career Pathways
When organisations overlook career progression, they face a number of challenges: higher staff turnover, disengaged talent, and mounting financial pressures. Let’s take a look at some examples:
- Employee turnover and its financial impact
For jobs that pay between £30,000 to £50,000 annually, replacing an employee will cost around 20% of their salary.
For executive positions, replacing an employee could cost up to 213% of their annual salary. UK Money
These figures only cover the obvious costs like hiring and orientation. They don’t account for time lost, team disruption, or the unintended loss of expertise.
- Disengagement: The hidden profit drain
UK businesses lose between £52 billion and £70 billion annually due to disengaged staff as a result of absenteeism, low productivity, and higher turnover. Talent for Growth.
Nearly 61% of UK employees report being disengaged, costing their employers between £3,400 and £10,000 per person each year, amounting to a combined economy-wide loss of around £340 billion. REC.
Companies with low employee engagement see 33% less operating income compared to more engaged counterparts. Talent for Growth.
When employees don’t see a clear future, ignoring the risks can become costly, not just for budgets, but for culture, performance, and long-term growth.
Actionable Steps to Create Clear Career Pathways
Building clear career pathways is essential for retaining talent and nurturing employee engagement. For Learning and Development professionals, creating structured, transparent plans for progression is a powerful way to boost motivation and reduce turnover.
Here are some practical HR strategies for establishing effective career pathways within organisations:
1. Conduct comprehensive skills audits
Begin by evaluating the current skills landscape of your workforce. A thorough skills audit helps identify gaps, strengths, and aspirations, enabling tailored learning opportunities. Use surveys, self-assessments, and manager feedback to gather meaningful data. This clarity allows you to align individual development with organisational goals and future-proof your talent pipeline.
2. Introduce structured career development plans
Develop clear frameworks outlining progression routes, KPIs, and milestones for different roles. These plans should articulate the competencies, qualifications, and experiences required to move from one position to the next. When employees see a tangible pathway forward, they are more likely to engage with learning programmes and remain committed to their development.
3. Develop bespoke learning and upskilling opportunities
Tailor learning initiatives to address specific needs uncovered in skills audits, with a strong focus on communication and soft skills – areas proven critical for leadership and cross-functional collaboration. Bespoke training not only equips employees with relevant capabilities but also demonstrates a company’s investment in their growth, reinforcing retention.
4. Encourage a culture of internal mobility
Facilitate and promote opportunities for lateral moves and cross-departmental projects. Internal mobility diversifies skills, encourages innovation, and keeps employees challenged and engaged. Highlight internal vacancies proactively and simplify the application process to remove barriers to movement within the organisation.
5. Create mentorship and coaching opportunities
Pair employees with experienced mentors who can provide guidance, share insights, and offer constructive feedback. Coaching complements formal training by addressing individual challenges and skills gaps in real time. This personalised support accelerates development and builds a supportive learning culture.
6. Empower line managers to hold regular career growth discussions
Equip managers with the skills and tools to have meaningful one-to-one career conversations with their direct reports. Regular dialogue helps uncover evolving goals and learning needs, providing timely support and helping to build trust. When managers champion career development, employees feel valued and more engaged.
7. Analyse performance data and KPIs
Review objective performance metrics to identify patterns that may indicate training needs. For example, if certain teams consistently underperform on specific tasks, this may point to a skills gap. This data-driven approach helps prioritise programmes with the greatest potential impact.
8. Map skills to future business goals
Work closely with senior leadership to understand the organisation’s strategic objectives and emerging industry trends. Then, map the skills your workforce will need in 12–36 months’ time to meet those goals. This forward-looking approach ensures your training programmes are proactive, not reactive.
9. Use 360-degree feedback
Gather insights from peers, direct reports, and managers to create a more rounded picture of an employee’s strengths and development areas. This method is especially useful for identifying gaps in soft skills such as leadership, collaboration, and communication.
10. Benchmark against industry standards
Compare your workforce’s skills with sector benchmarks or competency frameworks provided by professional bodies. This helps you see where you are ahead, on par, or lagging compared to industry norms.
11. Pilot training and measure impact
Test new training initiatives with a small group first. Gather feedback, assess the areas for improvement, and refine the programme before rolling it out company-wide. This staged approach ensures training is fit for purpose.
12. Leverage technology and AI skills assessments
Use digital skills assessment platforms or AI-driven tools to quickly identify capability gaps across the organisation. Many platforms can also recommend personalised learning paths, saving time and improving training relevance.
13. Track employee engagement in learningMonitor participation rates, completion rates, and learner feedback for existing training programmes. Low engagement might signal the need for more relevant, accessible, or engaging learning initiatives.
Upskilling plays a crucial role in making career progression possible. It addresses both personal aspirations and organisational challenges. And when career progression and upskilling go hand in hand, they create a workplace where talent can see a path forward, feel supported in getting there, and are more likely to choose to stay for the long term.
The Role of Communication and Presentation Skills in Career Growth
In today’s fast-changing workplace, technical and industry-specific expertise alone is no longer enough to secure career advancement. Soft skills, particularly communication, collaboration, and presentation abilities, have become essential pillars for professional growth.
For L&D professionals, recognising the pivotal role these skills play is crucial in designing learning opportunities that truly empower employees to progress.
- Why communication skills are crucial for career growth
Strong communication skills enable employees to clearly articulate ideas, influence decision-making, and build relationships across all levels of an organisation. Effective communicators are better equipped to navigate complex conversations, manage conflicts, and inspire their teams, all of which are key traits of successful leaders.
- Collaboration skills as a catalyst for advancement
Collaboration skills go hand in hand with communication. The ability to work effectively within and across teams accelerates problem-solving and drives innovation. Employees who excel at collaboration are often viewed as indispensable, opening doors to leadership roles and cross-functional opportunities.
- Presentation skills: More than just public speaking
Presentation skills do more than support public speaking. They help employees convey complex information with confidence and clarity, and tailor messages for specific audiences. This ability boosts visibility and credibility within the organisation, both key drivers of career growth. Presenting effectively also enhances persuasion and storytelling abilities, which are vital in influencing stakeholders and driving positive business outcomes.
- Meeting the desire for meaningful upskilling
Employees today seek learning opportunities that not only improve their job performance but also add real value to their career trajectories. Soft skills training, particularly in communication and collaboration, meets this demand by equipping individuals with transferable skills that underpin every role.
By prioritising the development of communication, collaboration, and presentation skills, organisations enable employees to confidently navigate their career pathways and contribute more strategically to business success. For L&D professionals, embedding these soft skills into learning programmes is a powerful way to support sustained career growth and boost employee engagement.
A Strong Learning Culture Builds Retention Success
According to LinkedIn’s 2025 Workplace Learning Report and 360 Learning, companies with a strong learning culture have 57% higher retention rates. The report also found that 70% of employees believe that learning improves their sense of connection to their workplace. This underscores the importance of creating a learning environment to enhance employee engagement and retention.
Meeting Employees’ Needs is the Key to Growth
The organisations that win the talent race won’t just be those offering the best salaries. They’ll be the ones where employees can see a future, build skills that matter, and feel genuinely supported in their growth.
Investing in clear career progression pathways is no longer a “nice-to-have” but a critical business imperative; well-structured career development strategies not only empower employees to grow their skills, especially in communication, collaboration, and presentation, but also drive higher retention, engagement, and organisational performance.
For businesses in the UK navigating an increasingly competitive talent market, this dual benefit creates a win-win situation: motivated, loyal employees who feel valued, and organisations equipped with the skilled workforce needed to thrive.
If you’re ready to elevate your employee development initiatives, then why not get in touch? SecondNature UK offers tailored workplace training solutions designed to build vital communication and presentation skills while supporting meaningful career growth. Partnering with experts who understand the UK talent landscape ensures your organisation stays ahead with impactful, results-driven learning programmes.
At SecondNature UK, we specialise in helping professionals communicate, present, and influence with greater confidence and impact. Whether it’s group workshops for teams or 1-to-1 coaching for senior leaders, our programmes are built to deliver tangible, business-ready outcomes.
We’re known as the Business Presentation Skills Experts, training and coaching thousands of people in an A-Z of global and local organisations. Whether it’s a team meeting or a high-stakes presentation, we help people become the confident, compelling, and memorable presenters they want to be.
View our presentation skills training and coaching reviews to check out what they say about our programmes. We have a wide range of customised corporate training solutions, both in-person and online, to choose from, each of which is tailored to your specific business needs.
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