When running a business, maintaining personnel is a significant task. Due to the current economic climate, many companies find it challenging to attract and retain skilled workers. To keep people around, a company must provide advancement opportunities that align with their personal and professional interests. There is evidence from LinkedIn to support this claim. This is something that LinkedIn data confirms 80% of people say that their career goals have stayed the same or gotten better since they first joined LinkedIn. This implies that it is essential to provide employees with feedback on their performance and how their talents compare to others in the industry so they can feel like they are making progress in their careers and stay with the company.
LinkedIn Confirms Career Development Keeps Employees

Even though the number of employees leaving their jobs is considerable, the best method to keep them is to offer them opportunities for career advancement. The Great Resignation is still going strong, although there has been a lot of recent talk about an imminent recession and layoffs at IT businesses. You might not assume this based on the conversation that has been going on.
The Great Resignation continues unabatedly.
With all the talk about a coming recession and layoffs at tech companies, you might not think so, but the Great Resignation is still going strong.
According to the most recent data from the Bureau of Labor Statistics, 2.7% of the workforce quit in September. This means that 4.1 million people quit their jobs. The rate of people quitting has stayed the same for the past three months. It’s lower than when the Great Resignation craze was at its peak earlier this year, but it’s still much higher than in the past.
For employers, this means that, for now, at least, you can’t use worries about the economy to keep your best workers. What will keep your team stuck around? Just like the Great Resignation isn’t new, neither is the answer to this question. Study after study shows that the best thing you can do is help your employees move up in their careers, and new LinkedIn data just confirmed this.
Employees who can’t grow leave.
Many workforce groups are resigning for various reasons, making The Great Resignation a multifaceted phenomenon. Some workers in lower-paying positions see job-hopping as a method to boost their income, and studies have shown that former job-hoppers earn more money than their loyal counterparts. For some people, resigning is a way out of a bad situation because of the improved employment prospects.
But let’s say you’re a good employer who doesn’t skimp on wages or treat their employees poorly. Although you have made some progress, you need help retaining your current population. What is the root cause? The numbers demonstrating the Great Resignation’s continuous momentum are rather apparent, and so are the figures showing how businesses should respond to it (beyond the basics of a fair work environment).
About a year ago, a report on a poll from the people management platform Lattice indicated that a lack of clear prospects for career growth at the organization was one of the most vital indicators of an employee’s desire to quit. About half of the people polled by Lattice were actively seeking a new position that would allow them to advance in their careers at the time.
Communicating frequently and well with staff is the most excellent method to motivate them.
“Communicating with workers frequently and effectively is the greatest approach to ensure they are prepared for what lies ahead. It’s important to get managers to sit down with their teams regularly to talk about personal growth and development plans “CEO and co-founder of Lattice Jack Altman told bosses that they should be more proactive about telling employees how they can grow with the company.
Altman’s argument was pretty intense at the time, but if anyone was still unsure about how important it is to show employees a way up the ladder, new data from LinkedIn should put those doubts to rest. The company’s most recent annual Global Talent Trends report backs up what Lattice found. It shows that when employees move up within their company, they are nearly 20% more likely to stay with the company.
Ways to Promote Career Progression in Your Organization
- Offer employees the chance to advance to maintain their enthusiasm and commitment. Giving workers a chance to rise through the ranks over time boosts morale and motivation and benefits the company as a whole.
- Ensure that all of your new employee orientations are interesting and informative. All aspects of the onboarding process, including presenting employees with valuable materials to accommodate their preferences, fall under this umbrella.
- Inspire your staff to step up and take on more responsibility. This can give them a sense of pride in their work and, in turn, increase the likelihood that they will remain with your company for the long haul.
- Give out substantial bonuses to deserving workers. Offering bonuses, promoting people to higher positions as a token of appreciation, and other types of acknowledgement are all excellent examples.
- Ensure that employees are encouraged to grow in their positions. To do this, it’s vital to lay out paths to promotion, foster an optimistic outlook on success, and inspire individuals to think creatively about their professional development.
Conclusion
LinkedIn data confirms what many employers have long known – career progression is the key to retaining employees. Workers who feel they are making progress in their careers are more satisfied with their jobs and more loyal to their existing employers.
One of the most critical variables in employee retention is job satisfaction. LinkedIn research reveals that employees who are on pace for promotions are much more content with their positions than those who are not. Greater responsibility that comes with promotion is a great approach to show employees that their efforts are appreciated.
