Strengthen Your Talent Retention Strategy by Embracing Career Mobility

In 2024 many large enterprises implemented mass redundancies and restructuring due to the emergence of AI and other new technologies. Naturally, company-wide redundancies create an atmosphere of uncertainty for employees—even those who are not directly affected. It’s uncommon for remaining employees to feel a sense of relief or renewed value in the company after a wave of cutbacks; more often, it’s quite the opposite. These individuals may be feeling disgruntled after witnessing the departure of colleagues with whom they had professional and personal connections.

Consequently, the current workforce is grappling with feelings of burnout, an occupational state that does not bode well for employers. Burned-out employees report feelings of emptiness, mental exhaustion, and lack of enthusiasm—hence, it is unsurprising that many Americans are seeking new external opportunities that bring them a renewed sense of excitement for their future.

To stay competitive, enterprises must proactively address these challenges, especially considering that 69% of workers report experiencing burnout and 57% are contemplating a job change.

However, there is more that poses a risk to retention strategies for larger enterprises; it’s a “war on talent” comprised of a triad of issues: burnout, disengagement, and skills gaps.

Against this backdrop, taking an interest in the development and progress of remaining workers can act as an ‘arm around the shoulder’ to those feeling unsure about their future in the organisation. That’s where workshops and webinars come in as a powerful tool for retaining talent and making employees feel valued.

The Growing Need for Career Mobility Initiatives

The increased demand for career mobility programmes is a response to the fast-paced technical landscape that has left many workers struggling to keep up. There is now a heightened need for reskilling, exacerbated by factors such as burnout, heavier workloads, and the emotional impact of redundancies, all of which present significant retention hurdles for large enterprises.

In fact, 31% of respondents from our 2024 Outplacement and Career Mobility Trends Report are considering changing jobs within the next year due to a lack of career growth in their current positions. Therefore, career mobility workshops and webinars should become the primary retention strategy heading into 2025, as companies aim to address the burnout crises and give their workers a reason to stay.

Why Career Mobility Workshops are a Long-Term Retention Strategy

In our 2024 Outplacement and Career Mobility Trends Report, we surveyed over 8,000 white-collar workers and over 3,000 HR professionals. In it, we discovered one major disparity, as 86% of HR professionals believed their retention strategies to be effective, alongside 57% of employees considering leaving their current company.

However, when asked about the top reasons to stay, a combined 60% of workers cited a company culture that supports skills development and allows for career advancement as a crucial factor.

Outside of compensation and flexibility, dedicating resources to career development is the key to retaining top talent and keeping workers engaged over the long term. However, like anything else, it takes time for meaningful initiatives to take root, and the effects of this renewed focus on development, growth, and culture are unlikely to be felt immediately—facilitating the need to explore these avenues sooner rather than later.

The Top Five Career Mobility Workshops and Webinars for Large Enterprises

1. Strategic Career Management

Purpose: Employees can often feel disconnected from their career goals, especially in larger organisations where opportunities are less visible.

Impact: Strategic career workshops help employees align their skills and aspirations with internal opportunities, encouraging long-term loyalty.

2. Reengineering Your Personal Brand

Purpose: Personal branding is crucial for advancing within large enterprises, especially for roles that require visibility and leadership.

Impact: Employees learn how to create and communicate their unique value proposition, increasing their internal opportunities and job satisfaction.

3. Network for Growth

Purpose: In large enterprises, networking is essential for career mobility and fostering a sense of community. This workshop gives employees the tools to expand their internal and external networks.

Impact: Stronger connections across departments reduce feelings of isolation and increase collaboration, leading to more engagement and productivity.

4. Creating an Internal Marketing Plan to Drive Career Success

Purpose: Encourages employees to take control of their career trajectory by building a career marketing plan.

Impact: Workers will become more proactive in advancing their own career paths, resulting in higher motivation and better alignment with the company's goals.

5. Make LinkedIn Work for You

Purpose: LinkedIn is a powerful platform for networking and personal branding, which are both critical for career mobility.

Impact: Teaching best practices and optimisation on LinkedIn boosts employees’ ability to network and showcase their skills more effectively.

Between layoffs, burnout, competing technologies, and a world of other changes in the labor market, it’s no wonder employees are feeling the squeeze between pressure to perform and job uncertainty. It’s only natural that workers want to feel supported by their leaders and know that their companies (especially those with the capacity to do so) are investing in their future.

HR professionals and corporate leaders should keep in mind that delivering skills that move business forward is not only about employee success and satisfaction—it’s about securing the future of the entire organisation as a whole.

If you’re ready to transform your workforce through career mobility initiatives, get in touch with LHH today. Together, we can create a culture of growth and success.

Download our 2024 Outplacement and Career Mobility Trends Report to learn more about how layoffs are affecting small and medium-sized businesses.