More than a quarter (28%) of employees globally say they plan to leave their job in the next 12 months even though they are satisfied with their current role, according to research from Mercer.
The 2016 Global Talent Trends Study found that while 70% of organisations said they are confident about filling critical roles with internal candidates, 85% report that their talent management programmes and policies need an overhaul.
The study investigated differences between continents, finding only half of employees in Europe (51%) report that their leaders are engaged in championing development programmes, and fewer European organisations plan to make changes to their performance management programmes in 2016 than globally (53% compared with 57% globally).
Nearly four out of 10 (38%) European employees said that having a supportive manager would significantly improve their work situation, but 60% also felt their company’s talent process 'left a lot to be desired'. Only 10% of European employers claimed to have a systematic curriculum for developing HR professionals.
Ilya Bonic, senior partner and president of Mercer’s Talent business, said that the issue “goes well beyond” lack of available talent.
“Employers are experiencing ever-growing competition for labour,” he said. “At the same time unemployment remains high in many countries. It’s a lack of the right talent where and when it is needed to drive competitive advantage and deliver business results. For talent that has analytic skills, inspirational leadership capability, and a global mindset, demand continues to exceed supply.”
Kate Bravery, partner and global solutions leader for Mercer’s Talent business, added that workers have more options than ever before. “They are demanding a new value proposition that combines greater career support with the flexibility to manage their work and more opportunities to develop their skills,” she said. “HR professionals are challenged to meet employees’ demands and achieve a talent advantage, especially if they don’t have a seat at the table – and this is crucial if they are to remain a viable part in the talent ecosystem.”