Almost third of new job starters get the one-year itch to move elsewhere

 
Francesca Washtell
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Nearly one in three don't expect to stay in their job for a year (Source: Getty)

Employers could be plagued by a "short-termism" epidemic in the workplace, as a new study has found almost a third of new starters plan to leave their jobs within the first year.

Around six in 10 new employees also didn't anticipate being at a company after three years of employment, the research from the Institute of Leadership & Management (ILM) has found.

Although 73 per cent of new recruits went through a "honeymoon period" where they said they felt "delighted" with their new jobs, 19 per cent said they were actively looking for new work.

However, manager's attitudes also reflected a culture of low retention, with more than half (53 per cent) of respondents in the poll saying they expect the majority of new recruits to leave after three years.

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Mentors, a feeling that a new employee's skills were being used and immediate productivity were all factors that could keep workers in their new jobs, the ILM found.

Kate Cooper, head of research, policy and standards at the ILM said: "Our research has shown that employers and their new starters are, on the whole, benefiting from what is being seen as a honeymoon period, where delight with the job is very high.

"The way to retain this new talent is to maintain that feeling of delight and ensure steps are in place so neither one of you lose that loving feeling."

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Having "accessible" line managers was also earmarked as a way to make employees commit to staying longer in a role.

Ben Willmott, head of public policy at the Chartered Institute of Personnel and Development, said: "The role of the line manager is key to whether people are more or less likely to stay or move on relatively quickly.

"Good line managers who invest time in coaching and developing their staff and who are able to spot potential and build on people’s strengths are also the ones who will have a better track record at getting the best out of staff and retaining key talent."

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