Exclusive: 93% of employees would strongly consider leaving their employer due to a culture of fear
Tom Newcombe, April 17, 2013
G4s Secure solutions. Just seen this article tweeted by a HR director at G4S, its a real shame that Louisa Hogartys own G4s department is rather a joke and seams to employ management but friendship ...
Read More Joe The guard
November 24, 2015 17:15
Almost all employees (93%) would strongly consider leaving their employer, according to a report published today by professional services firm Hillcroft House.
The report UK Management Culture of Fear, seen exclusively by HR magazine, asked almost 1,000 UK workers about performance appraisal processes and results, leadership qualities of direct line managers and overall satisfaction levels.
To the question 'would you definitely consider leaving your current employer', a huge 93% responded with 'strongly agree', a big jump from 49% in 2008.
According to the research, there has been a large drop in the satisfaction levels of UK employees due to what the report dubs a "culture of fear".
Only 2% of respondents 'strongly agreed' they were satisfied in their job, a drop from 21% in 2008. And 72% of workers said they felt their direct line manager did not communicate effectively and concisely until the formal performance appraisal process, up from 58% in 2012.
The quality of essential leadership and engagement skills necessary for a manager halved between 2008 and 2012, the report revealed. This lack of effective skills could lead to increased levels of conflict and stress in the workplace, poor working relationships and poor performance.
The report warned that if organisations do not address employee concerns now, they may face significant challenges in the future with talented staff deciding to seek new opportunities elsewhere.
Adam Crizzle, managing director, Hillcroft House, told HR magazine: "The drop in 'satisfaction' for employees could be put down to their managers dealing with incredible amounts of stress due to the climate.
"We believe these results may have been caused by training cuts due to the current economic position. If so, a big message to HR that has come out of the report is: don't cut training for middle management."
Crizzle added: "What the board needs to understand is that if is not investing in the essential training for their managers, critical leadership and engagement skills will be lost. Their people will just jump from one crisis to the next, resulting in lost opportunities for growth."
The report was originally undertaken in 2008 and then four years later in 2012 so comparisons could be drawn.