London Work Resource Support Guide: How to encourage career progression in your organisation

What you need to know:

  • The London Work Resource Support Guide helps support organisations to improve progression pathways and retention in the workplace.
  • It covers why mental health and progression matters, common barriers to career progression, how to support progression through line management, and more.

This guide from Working Well Trust and funded by Trust for London is designed to support organisations to improve progression pathways and retention in the workplace.

The London Work Resource was set up in response to the fact that low pay is a serious problem in the capital, with 1 in 5 employees earning below the London Living Wage.

The project explores the issues preventing career progression, particularly those in low-paid work and with mental health needs, championing what works to improve the earning prospects and work-life balance for those with lived experience of mental health distress.

Key takeaways

1. Employers don't focus on retention enough

Too many employers focus on recruiting the 'best' or 'right candidates, and don't put in the work to retain these individuals at their organisation.

2. Losing employees costs you thousands (£)

The cost to replace an employee earning the average UK salary of £27,721 costs around £12,000. Can you afford that?

3. It is not just about salary...

Only 12% of individuals leave a job because they wanted more money. 76% leave because they don't feel valued by their employer.

4. Continuous training is key

There is a direct link between the amount of training an individual undertakes and the likelihood they will progress... particularly those on low pay.

5. Line management is crucial

A breakdown in relationship with a line manager can derail an individual and a wider team. In short: inadequate line management costs you valuable employees.

20 October 2021