- Scope for career progression plummets as Scotland workers experience the ‘Great Dissatisfaction’
- Hays warns widespread discontent will become the next ‘Great Resignation’ once the job market turns
- Over half of workers in Scotland intend to look for a new job over the next 12 months
Workers are experiencing the ‘Great Dissatisfaction’ as scope for career progression dips, according to new research by Hays.
Reflecting the so-called ‘Great Resignation’ in 2020 when millions of workers left their jobs during the Covid 19 pandemic, Hays’ latest research shows that workers are finding it increasingly difficult in a sluggish job market to advance their careers, and are becoming increasingly dissatisfied, both within and outside their current roles.
Over half (52%) of Scotland workers now report a lack of career progression opportunities within their organisations, increasing from 34% last year. Hays, who have been tracking career optimism for over a decade, found that the only two years with worse career positivity across the UK were post-Brexit in 2016 (42%) and the first year of the pandemic (37%).
The research, based on a survey of over 10,600 responses from professionals and employers, including 607 respondents in Scotland, found that optimism about career prospects has waned too, with only 41% of workers feeling positive about their career outlook this year, down from 51% last year.
Besides personal reasons, the top factor preventing workers across the UK from changing jobs in the past year was the fear of leaving a secure position (23%), followed by concerns about the cost of living (12%) and the current economic climate (12%).
Keith Mason, director at Hays Scotland, comments: “Workers are clearly feeling stuck just now as they feel there are limited opportunities to progress their careers. This highlights a critical issue for employers because as soon as the jobs market turns, many workers will feel more confident to move jobs, and we’re likely to see part two of the Great Resignation. As we’re already faced with significant skill shortages, now is the time for employers to address workforce dissatisfaction before it’s too late.”
As many workers struggle to progress their careers within their current organisation, over half (59%) intend to look for a new job in the coming 12 months – with over a third (36%) intending to do so in the next six months.
A third of workers (32%) say they have changed jobs in the last 12 months, and over a third (32%) considered it. Among those who moved jobs last year, the primary reasons were a lack of career progression (33%) and a poor relationship with their manager (28%).
“This is a pivotal moment and a time when transparent career mapping and continuous learning opportunities should become a priority for employers,” says Mason. “By investing in their employees’ growth and fostering a culture of mentorship and support, companies can both boost morale and enhance productivity and retention.
“Employees can also use this time to discuss their career aspirations within their organisations, seek feedback and participate in available training programmes and mentorship initiatives. By actively engaging in their professional growth, employees can position themselves for advancement and keep their networks open for new opportunities.”