Elements of an inspiring ‘work for us’ page on your site

The war of talent is hotter than ever right now in the Financial Services industry. Over the last 20 years, our jobs and careers have been dramatically transformed. There seems to be much more of a desire to be a part of a mission rather than a safe lifetime career at an established organisation. Employees are also far more likely to jump from one opportunity to the next.

To attract the best talent to your company, candidates must be convinced to buy into your mission. Here at Recruit UK we believe this starts with a compelling ‘work for us’ page on your website. This is the first thing the candidate will see when searching your business online, it also allows the potential applicant to discover why they would want to work for you- this is your chance to sell your firm!

One of our consultants had an awkward conversation with a client of ours the other day, where after searching their organisation online, found a very uninteresting and unengaging ‘work for us’ page. Our consultant had to explain to the client that this page is your chance to showcase your company, your benefits package, your mission and what it’s like to work for you etc- You want people to buy into your brand- Why is your firm better than their previous firm? What are your unique selling points?

It is our job as recruiters to sell the role and your firm to the candidate, however a candidate will always do their own research, using your website to support what they have been proposed.

Here are 9 elements of ways to inspire your “Work for us” page, that you can use to attract the very best talent to your company.

1)      Benefits of working for you

What are the benefits of working for you? Do you let your employees set their own schedule? Are you flexible with giving them the freedom to work when it suits them? Do you promote a work/ life balance? Not only does this make for a better working life but it also allows you to get the most from your employees when they are most productive. If this is something you offer- broadcast it on your work for us page.

2)      The unique selling points of your company

Not everyone is entirely financially motivated. Do you offer unique opportunities to your staff? If your employees hit target, do you have monthly/ quarterly and yearly rewards? Maybe you offer a company holiday as an incentive? Other unique selling points could be extra holiday hours, bonuses, training schemes, support systems you have in place, state of the art technology, company discounts etc

3)      Your vision

Part of being satisfied in your work is the on-going achievement and reaching for a goal. It allows a group of talented people to work together every day to work towards a vision and be rewarded financially along the way. Vision is an important aspect of the future growth of a company. Without a clear vision, you are unlikely to attract the best talent as people want to know what they are ultimately working towards.

4)      Design to your strengths

If you already have incredibly talented people working at your organisation, utilise their strengths to create a really unique “Work for us” page. Showcase your top performers and include referrals from clients. Talented people want to surround themselves with even more talented people, so play to your strengths.

5)      Appeal to specific people you want to work for you

You may be looking for a specific person to join and grow your company. You could do this by highlighting the specific skills you are looking for. By appealing directly to them, instead of having a generic careers page, you have a much better chance of securing the services of the very best people.

6)      Show off your office space

Having the opportunity to work in a relaxed and comfortable environment will be a huge appeal for anyone who has previously worked in a depressing office. Talented people want to be excited to come to work and spend the majority of their time in a place they enjoy. If you have a beautifully designed office space, show it off!

7)      Highlight your fun side

The best jobs are a mixture of accomplishing goals, doing exciting and fulfilling work and having fun along the way. If you can show your company’s fun side, and show that your current employees enjoy and are happy in their jobs, you will attract people who really want to join the team, and not just pick up a pay slip.

8)      Join the ‘family’

As an employee, you are going to be spending more time with your colleagues than you spend with your family. As an employer, you need to show that your team has that family vibe, where everyone is in it for the right reasons and there will be the support and guidance any potential applicant will need. If you can make joining your company feel like joining a family, applicants will be far more likely to want to work for you.

9)      Become a part of something huge

Everyone wants to feel a sense of pride when they talk about their work, and feel truly happy with the path they are on. You don’t have to be a huge firm like Google to make a change in the world. Small companies can produce amazing work too, and make a difference in the lives that they touch. Being a part of something exciting is one of the biggest appeals for a candidate looking to join a company, so make sure you mention this on your page!

January Blues? Maybe It’s Time to Quit Your Job

Are the January blues hitting you hard? If that negative back-to-work feeling you thought would pass hasn’t let up, it might be time to quit your job.

On Monday the world faced the most depressing day of the year: Blue Monday. Whether you believe the day is true or just a load of bogus science, there’s no denying that January can be a hard month for everyone. With longer nights combined with bad weather and the fact that just about everyone is skint, your mental health can suffer. But, it might not just be the weather that’s making you feel sad, it could be your job.

  1. Stop and Evaluate

Have you been evaluating whether your job/company is really for you over the festive break? You’re not alone. After all, January is when most employees feel demotivated and fed up at work. If you face the Sunday blues every week, you should be taking a hard look at your job. While a little bit of Sunday night blues are normal, if the thought of Monday make you anxious for the week ahead it’s probably time to quit your job. Don’t wait for the weekend to free you from work, free yourself now.

  1. Don’t Get Stuck in a Rut

Do you get excited for a coffee break just so you have a few minutes to yourself? Do you take a sigh of relief every time you see the office empty? The company culture might not be for you. It’s easy to dismiss frustrating colleagues, weak company culture, and nagging bosses, but don’t get stuck in a rut where the annoyances become the norm.  You might believe that every company will have an aspect of the culture you dislike, but that’s not necessarily true. Company culture is increasingly important which means it’s much easier to find a company that fits with your values. So, don’t put up with a culture that doesn’t reflect who you are, take the leap and quit your job.

  1. Chase Your Dreams (No, Really)

When faced with the reality that your job might not be for you can be daunting. You might be thinking, what are the next steps? Utilise the fear of uncertainty to chase your dreams. It might sound cliché and, to be honest, it is but that doesn’t mean you shouldn’t try. Stop feeling ‘comfortable’ in your job, it’s not always a positive feeling. Comfort can lead to complacency. Find a challenging role that let’s your creativity and potential flourish.

  1. Keep Trying

Once you’ve realised you’re dissatisfied, it’s time to quit your job. Remember that quitting doesn’t equal failure. Taking action when you know your time is up is commendable and it is certainly not a risky move for the rest of your career, quite the opposite actually. Quitting your job is the first step and after that you’re likely to face another stressful step; job hunting. Searching for the perfect job can be hard, but Recruit UK are here to help!

Are you looking for a change, or looking to progress within the Financial Services industry or develope a career through jobs as an independent financial advisor (IFA)?

Here at Recruit UK understand your role as we only recruit in the Financial Services sector, we are niche specialist. By dealing with one sector we consider ourselves experts in your field. We understand average salaries, which companies have the best packages, work life balance, career opportunities and who have the best processes and systems.  We can improve on the simple things for you like your commute time to work, simple things that only an expert who works day in and day out recruiting in your sector and region would know. Let us do the hard work for you, call one of our specialist recruiters confidentially today on 01179-450450.

The job route to becoming an IFA Adviser or Paraplanner

Are you at the beginning of your financial services career and want a job as an independent financial adviser or IFA. What qualifications and route do you take and how do you get from A to B successfully?

Finance, Business and Economic graduates leave University without guidance on the different routes into the industry. They may study through a specific examination body to gain Level 4 status, but not always in their desired field, and have to find a way to bridge the gap in order to give full financial advice or specific investment advice.

Other candidates who are looking to get into the industry self-fund their exams and may look for the cheapest and easiest route to gaining the level 4 diploma in financial planning, but may come up against a stumbling block with potential employers for having taken a less desirable exam route.

Most employers will not pay more for candidates who have taken it upon themselves to gain qualifications without experience, opting for candidates with experience instead.  With this in mind, are candidates better off finding an entry level role in a company that offers full exam support in-line with the company’s preferred examination board?

What entry level role should you take? And, what should be your key considerations?

We often work on two different types of entry level positions – Jobs as a Trainee Financial Adviser or Administrator within a financial services firm.

Starting in an Administrator position within a Financial Services job environment will generally be a long- term strategy to get where you want. To be credible for future employers you will need to spend a minimum of two years within the role or with the company to show commitment to your chosen profession, employer and training and development.  If the employer is helping to fund your study and qualifications towards gaining the Level 4 Diploma, its’ important to assess the type of company that you will be employed by and what the qualification will allow you to do once achieved. This could have a bearing on your next move internally or externally, for example, we often have clients that will not consider someone with the level 4 Investment advice diploma for a paraplanner or Financial Adviser role.

Most administrators would see it as a natural step to move into a paraplanner role to support financial planners before stepping into a financial planner role themselves. This allows’ them to get closer to the financial planning process, carry out analysis, make recommendations and potentially gain exposure to the client. Dealing with real life client situations allows’ them to practice their knowledge and gain experience. A lot of employers may encourage the Paraplanner to take further qualifications working towards becoming a Chartered Financial Adviser. The career route could take 4 -5 years before the opportunity to give advice arises.

The entry level Trainee Adviser role is often open to Graduates with a relevant degree (Finance/Economics/ Business) who are looking to get into the industry and develop into an Adviser. From an early point, the trainee adviser will shadow and assist a Financial Adviser whilst gaining the relevant qualifications. The trainee role will develop the soft skills, business development and sales skills required for them to successfully develop a client book and become a Financial Adviser. This is normally a 1-2 year process, and the employer will have a development plan in place to help them transition into an Adviser.

We had an interesting conversation this morning with a client who believes that Advising and Paraplanning are two separate careers and should be treated as such.

The skills and personality required for one is the opposite to what is required for the other and therefore, they are less inclined to take someone on for an adviser role, who is coming directly from a paraplanning role.

An ambitious administrator with the level 4 diploma or someone who has the level 4 diploma with Client Services or Business Development experience from another Industry would be more attractive to them than someone who has developed their skills through the paraplanning route.

Indeed, we agree, a job role as a Paraplanner is now a worthwhile career option and we are glad that it’s being recognised as an important role within the industry. Paraplanner jobs in London are now being paid in the region of £50,000 and across the rest of the UK up to £40,000.

It’s important when thinking about your career to consider your timescales, how long you think you will take to complete exams? At what point in your career you wish to advise? What sort of working hours you want? What working environment you prefer? How much you want to earn?

We can have a discussion with you to assist you with some important decisions and guide you on your career path. We work with a wide range of clients who have different opinions on their ideal candidate and we are confident about making the right match that will suit your career development, working to your timescales and desires.

Why Hiring Before Christmas Could be Better For Your Organisation

With 2017 coming to a close, many individuals will be making the most of the opportunity to wind down and bring the year to a natural close. It can be tempting to put off the thought of hiring until the new year. There’s a sweeping generalisation that people aren’t searching for new positions in December, or even November, but you’ll be surprised how many people are looking to be in and settled in a new role before the Christmas festivities kick in.

In fact these pre-Christmas candidates are often untapped potential as companies fall into the “I’ll start hiring in January” mindset on the run up to the holidays.
Here are 5 reasons, why you should be thinking about your new hires before the Christmas holidays this year:

1) Be ahead of the game

Your competitors are probably waiting until January to begin their recruitment process. Let’s face it, it’s an easy thing to put off until the new year but engaging these candidates means you’re one step ahead.

2) Smooth transition into the company culture

December is an exciting time of the year for any company; more than likely there are events, parties and competitions being organised all over the place, which means any new starters will soon establish themselves within the company.

3) Start the new year fully prepared

It’s tempting to put off the hiring process until January; but imagine the relief when you set foot in the office after the New Year and your team is up and ready to hit the ground running. You’ll be putting yourself in a great position.

4) Relieve the January stress

There are always plenty of things to do after Christmas; tick one thing off your list before the New Year and allow more time for other 2018 focuses.

5) It’s not just hiring managers that are busy in January

Candidates often have extended holidays throughout January, which might mean you’ll be looking at the end of February or even March for getting the right person in and started. Not to mention the heavier work- load after the time off might mean less flexi-time for interviews.
If you are a client worried about the time and financial investment of recruiting, then speak to us about how we’ve helped our clients recruit in a timely and cost effective manner whilst limiting the risk associated with that hire leaving. We work with Financial Planners and Back Office support staff to find their ideal paraplanner jobs, we also work closely with firms to enhance their recruitment strategies and partner to drive outstanding candidates to your business.  Feel free to contact us to find out more on 01179 450450

Why Creating A Work Life Balance Produces Better Billing Results

In today’s fast paced business world of financial services, the ability to achieve work life balance is becoming more and more difficult. Employers expect more from staff, and we are increasingly putting additional pressure on ourselves to achieve greater results. But when did it become acceptable for our 9am to 5pm working day to become 8am to 7pm? Many of us have allowed this to happen, whether it is through conforming to the workplace culture, or feeling obliged to put in more hours, however this should not be the case. Maintaining work life balance is not only important for your personal health and relationships, but it can also improve the efficiency of your work performance.

The first rule to billing success is that you need to put you first.

It may surprise you to hear that I’m going to tell you to take more breaks, get out of the office at lunchtime, and schedule time in your day where you’re not thinking about work. That doesn’t seem like an obvious way to cut down on hours at work: surely all this time not working will just mean the work will pile up, and that you’ll end up not meeting targets and disappointing clients? Surely ‘slacking off’ will hurt rather than help your billing numbers?

Counter-intuitively, the answer to that is no. Done right, bringing balance back into your workday will turn you into a powerhouse of productivity, focus, and creativity.

How to Do Less, and Get More Done

  1. Take more mini-breaks.

If you’re like a lot of recruiters, you struggle to focus at times. You’re mentally exhausted, that’s why. Our brains are like muscles: use them and they get stronger, but they will never be so strong that they can run at full speed all day. Take at least one 10-minute break per hour. Drop the task and concentrate on something else during this break, whether a basic, non-cognitive task, talking a walk to the tea-room, or chatting with a colleague.

  1. Figure out what time of day you’re at your mental peak, and run with it.

For the majority adults this uber-productive time will be late morning, so schedule your most important ‘thinking’ tasks for that time of day, whether that’s writing pitches or calling that disgruntled client to get them back onside. When the 3 o’clock slump hits, that’s a good time to do your admin, answer non-urgent emails, and add details to your database.

  1. Get away from that desk!

Lunches at your desk are a bad, bad idea. You think you’re getting more done, but you’re just setting yourself up for a fall. Doing lots of hours doesn’t mean you’re getting more done— it often means the opposite. Leave the office for lunch, and preferably take a little walk to a green, natural space. You’ll feel much more energised when you return- and you’ll probably have a couple of good ideas pop into your head while you’re out, because your brain has time to process things.

  1. Get enough sleep.

Recruiters often say they don’t have time for 8 hours sleep. They argue that once they get home from a long day and cook dinner, it’s just a TV programme or two and it’s already midnight. The reasoning goes that they need time to wind down after work- or life just wouldn’t be worth living, right? However, if you sleep 8 hours at night and then follow the rest of the tips in this article, you’ll be more productive and finish work earlier.

  1. Stop frittering away brainpower on stuff that doesn’t really matter.

That non-urgent admin work you just spent an hour on? The four articles you just read on recruitment trends when one decent source would have done? Unfortunately, you’ve just put yourself on the back foot for the whole day- and for precious little gain. You should always be able to identify if a task moves you forward in a significant way, and allocate your effort accordingly.

  1. Limit the distractions.

Is that Facebook open on your computer?  Is that an email to your mum? How many tabs do you need open on your computer at once? How can you think with all these competing things going on? Turns out, you can’t. Humans can’t focus properly, and IQ and productivity drops when faced with multiple distractions.  Our brains are designed for one task at a time, so honour your biology and regain your single focus. Close all irrelevant programs and media (return to them on your mini-breaks!)

  1. Plan your week better.

The key is scheduling: you should know exactly when you’re going to do something, and roughly how long it should take. Write your to-do list the day before. Of course, there’ll be unscheduled calls and exciting client leads that you must jump on immediately- that’s the nature of recruitment, but even these uncontrollables should be factored into your weekly plan somewhere. A worthwhile exercise is to track all of your activities for a whole week- you’ll soon see not only what you spend your time on, but also where you’re wasting it.

Seriously, just do it. The benefits to mood and clarity of mind (not to mention health) are extraordinary.

Deciding to have a better work life balance doesn’t mean you magically walk away from your desk at  5pm, shutting off your work phone and skipping off to the pub with no adverse consequences. That kind of careless approach will cost you—in performance, in reputation, and in billing numbers.

A good work life balance requires good planning and even better time management. When done right, this balanced approach allows you to work more strategically, more productively…and more happily.  And yes, you’ll be able to finish work earlier and skip off to the pub.


The Pros and Cons of Working from Home

Whether you are a home-based small business owner who works from home full time, or someone who splits their time by working from home occasionally, there are a number of pros and cons to consider before you set up a home office and plan your work environment.

Here at Recruit UK we promote flexible working, and a good work-life balance. If you have a doctor’s/dentist appointment, need change a shift to fit around your child or other commitments, we will do our best to accommodate and allow our staff to work from home when required.

Working out of a home-based office is certainly not for everyone, so it’s important to consider the many advantages and disadvantages before you make it a part of your work process.

Here are a few of each to help you decide if working from home is right for you.

The Pros of Working from Home

  • There are a number of reasons working from home is a great option for many small business owners. Here is a look at a few:
  • There is no commute. Not having a long commute to and from work can save a great deal of time and money. It can even reduce your daily stress levels.
  • There is greater flexibility. Working from home allows you to work during your most productive times, wear what you’re most comfortable wearing and create a workflow that works for you.
  • You can reduce distractions. While there may be distractions at home, you control them easier than you can control distractions that come from coworkers, employees, and other office-based noise.
  • Your day is often less stressful. When you work from your home, you have more control over your stress level and can easily walk away or take a break when work gets particularly crazy.
  • You can save money. You can save money by avoiding the long commute to work, as well as money spent on buying coffee and lunch out.
  • You can improve your work/life balance. Many professionals struggle with finding a balance between work and their personal lives. Working from home can make this balance a little bit easier to find and maintain.

The Cons of Working from Home

  • Working from home sounds like a pretty good deal, doesn’t it? Before you take the plunge, consider these disadvantages that often come with working from home:
  • You need a lot of self-discipline Getting up and focusing on work every day when you are in your home environment takes a great deal of self-discipline and motivation.
  • It can be lonely. Working all day without access to coworkers and colleagues can be very isolating and lonely.
  • It’s harder to shut down. There can be less distinction between work and personal life when you work from home, making it harder to shut down and more likely that you will overwork.
  • You lose living space. Creating a home office or workspace can use up living space in your home.
  • Relationships are harder to form. It’s hard to establish trust and develop relationships with colleagues and clients when you don’t have a daily face-to-face connection.
  • There’s less ad hoc learning. Office workers are constantly in a position to learn from their peers. When you work from home, you will need to make an extra effort to seek out networking and learning opportunities on your own.

Along with considering the pros and cons outlined here, you also need to consider the type of work that you do, whether or not you will have access to the equipment you need to do your job, your home situation, and your personal character traits. By analysing these factors, you can make a decision that will work for your business.

Working at Recruit UK

“After a successful first few months working at Recruit UK, it’s made me reflect on my career as a recruitment consultant, as well as making me realise what I really want from a company and the direction I would like my career to take.

During my interview process, finding the right agency for me was critical and most of them spoke about the team and how they were like a family. This is a great selling point for anyone looking to work in an environment they will feel comfortable in

Well let me start by saying that I’ve never had a warmer welcome to any company before and I can honestly say that after just a few months with Recruit UK, I feel fully integrated into the Recruit UK family. Everyone works so well together as a team, even across different divisions in the company, and I really believe it’s what makes the atmosphere in the office so great!

All the consultants have varying levels of experience within the office, as I know with just over a year of previous experience myself, there’s always something new to learn from other people. I don’t think any consultant can say that they are the finished article and an absolute expert in everything to do with recruitment, so having a team with different levels of experience really helps.

I currently recruit for Paraplanning and Admin roles in the South West, and the team I work with are excellent! We are not competing against each other on our desk, leads and industry knowledge is shared for the greater good of the business. The fact that we work on hot desks, gave me instant clients, vacancies, candidates and leads.

Louise Bibb has been a great mentor for me, her approach is to always be honest, direct and to never be afraid to ask too many questions. John Anderson has a wealth of knowledge and so much experience within the Financial Services industry. These two have become my ‘go-to’ people should I need any help and I feel privileged to be a part of a team that are so excellent at what they do!

I know it’s early days but I couldn’t be happier in my role and Recruit UK. For anyone looking for a role in recruitment, please just be aware that agencies will try to “sell you the dream” but until you start working there you’ll never know the reality. Luckily for me everything seems to be working out fantastically so far.

If you are interested in a role in recruitment or if you would like to hear more about opportunities to work for Recruit UK, call today on 01179-450450 for a confidential discussion.”

Keely Parsons, Financial Planning Recruitment Consultant for the South West

Commuter Disruption having an affect on your working week?

I don’t know about you, but rolling out of bed on a Monday morning at 6am is difficult. My commute is relatively painless, although I do live out of town so my travel is normally 1 hour door to door.  Add in my 9 hour working day and I am away from home a good 11 hours.  I am sure that most people reading this blog will empathise.  But if some of you are thinking WOW, she has it easy, I would love to  hear from you.

Sat in my car, safe from the rain, listening to the radio and traffic announcements, my thoughts this morning were with those commuters who’s morning has turned to chaos due to Waterloo Stations £800m refurb.  With 9 Platforms permanently closed and 4 operating on a limited service commuters are rethinking their travel strategy for the next three weeks.

For some of you, this chaos will seem like short term pain for a long term gain as the refurb will provide benefits for commuters including extra space for passengers.  For some, the chaos won’t affect you as you have the ability to work flexibly.  But for those of you that really are feeling the affect’s over this summer period is it time to consider a role that is closer to home?

Most roles outside of London pay a slightly lower salary but without the commuter costs, is the drop conceivable?

A lot of clients that I work with are keen to employ industry professionals but often miss out on strong candidates to companies based in the City, as it appears to be ‘the place to be’ by most workers.  Clients situated on the outskirts of London realise their losses and for the right candidates are willing to increase their salary offerings to make their job roles more attractive.

Working closer to home can have a large impact on your work/life balance and can relieve the stress of commuting.  If you’ve been with your existing employer for some time, making the change can also see you take on a refreshing new role and challenge.

The financial services industry is fast paced; industry and market movements are happening all of the time and in this incredibly small world, it is a good idea to play your cards close to your chest.  If you are thinking of dipping your toe into the market to see what jobs are out there, then do it sensibly.  Stay away from the job boards and choose a trusted industry focussed recruiter who can provide market information, discuss your career options and represent you impartially and discreetly!

Recruit UK Ltd specialise in Recruitment within the Financial Services Industry and we’d welcome a conversation with you. We can arrange a call when it’s convenient and safe for you to speak and we will take the time to understand your situation, providing you with honest and educated feedback.

Link in with us and send us a message if you’d like to arrange a telephone conversation.


Please also see our related blog on how you could be affecting your well-being by travelling more than 20 minutes to work

Top Interview Questions by Recruit UK

Here at Recruit UK, we have put together our top questions to get the most out of your candidates at interview.

“Tell me about the last piece of constructive feedback you received, and what you did as a result.” It helps to understand the candidate’s opportunities to improve, it exposes their humility and self-awareness (or, sometimes their lack of it). It will give you a window into how they generally process negative feedback and approach self-improvement.

 Frankie Pailing, Head of South East Regulated Desk


What are you seeing in the market that excites you/why and on the flip side of the coin what’s happening in the industry that concerns you/why?

 John Anderson, Senior South West Search Consultant


“What’s the best part of your job?” It’s a simple question, but the answers can really illuminate a candidate’s drivers and shed light on things traditional interview questions might not. Understanding what’s important to candidates will help you gauge how your opportunity aligns with their value drivers and things that make them happy

    Louise Sheppard, Head of Non-Regulated Desk- London and the South East


“Is there anything additional that didn’t come up today that you think would be helpful for me to know?” You’ll be amazed at the information you gather. Relevant project work, competing offer deadlines, background check concerns, awards and achievements, etc. The open nature of the question allows all sorts of information to come out that will help you make a much more informed decision. It’s also great for candidate experience because no one will leave the interview feeling that there was something important that was left unsaid.

 Louise Bibb, Regional Manager of the South West Desk 


“If chosen for this position, how will you evaluate your own success?” If the candidate’s answer focuses on continuous learning, contributing in a team environment, or adding to the company’s bottom line, it’s a good sign!

 Lacey Catley, South West Recruitment Consultant


“Why do you want to work here?” You already have all the technical details about their skills, experience, background, etc. from the resume. Dig into what interested them to come to you. Was it money? Perks? Culture? Were they inspired by your mission or did they hear what a great place it is to work? These details will let you know they’ve done the research and actually want to work for you because they saw something they like, not just because there was a vacancy.

Sam Oakes, Recruitment Director- Midlands and The North


Here at Recruit UK we offer and promote interview tips and training, are you asking the right questions? Are you hiring based on gut instinct or evidence? Our consultants interview every day and can provide preparation to help you stand out from your competitor and make the right hire. Call us today on 01179 450450.

9 reasons your best employees leave

In today’s candidate driven market, it takes far more than a competitive salary to retain staff. What was once looked upon as job-hopping is now widely accepted as just another step up the corporate ladder to better opportunities and of course more money.  The impetus now falls on employers to provide enough incentive to convince their top Financial Planners to stay in their jobs. So, let’s look beyond salaries. What other reasons do employees leave your current workforce? And how can you retain them?

1: Not feeling valued

One of the easiest things to fix, but something that’s common in many companies, is the issue of employees feeling undervalued.

Workers want to feel that they’re making a positive contribution and, more importantly, that what they do is appreciated.

Interestingly, this doesn’t mean providing grand rewards or salary boosts (though nobody is going to complain if they’re offered one!). Often, a simple ‘thank you’ is all that is needed to change someone’s perspective.

2: Poor management

If employees don’t feel that they’re being managed effectively, they may look for jobs elsewhere.

People don’t always get along. You can’t be friends with everyone. Unfortunately, if an individual is struggling to connect with their manager then there will be difficulties in the workplace.

If multiple people are finding one manager particularly difficult to work with, then this might indicate a bigger issue.

Sometimes, the opposite is the problem. A manager can be a good friend to everyone on their team, but might turn out not to be so good at delegating, communicating and keeping projects on track.

3: Lack of progression opportunities

Many of your employees will want to feel like they’ve still got a bit of climbing room. They’ll want to work hard, and be rewarded with promotions and pay rises.

New challenges are valued. It can be hard for people to feel that they’re trapped at their current level, with no room to grow and improve. They might be tempted to leave for somewhere that will offer them a chance to continue climbing the ladder.

Be careful! Some employees are happy in their current positions and will not want to progress. You need to know what each employee wants, which means that you will have to discuss goals in reviews and appraisals.

Remember that a lack of progression ambition does not indicate a lazy or unmotivated worker. Some people are simply happy with their current level of responsibility.

4: Work/life imbalance

A good work/life balance is more important than ever.

Be prepared for the possibility that a valuable employee could hand in their notice because they’re not getting enough time with their children.

Sometimes, no amount of money is worth early mornings, hours spent travelling, a long day at work, hours travelling home and a rushed dinner before bed, ready to start all over again.

People need, want and value their free time, which is why employers have to value it as well.

Many employees are finding workarounds that benefit everyone, offering on-site facilities such as gyms, coffee shops, childcare facilities and customised office spaces, to bring the work/life balance into the workplace.

5: Relationships with colleagues

Good conversation, and a workplace environment in which people feel that they’re amongst friends, can make all the difference to job satisfaction.

If an employee spends every day clashing with a colleague, because they don’t get on or have very different opinions about how the work should be done, then there’s a disaster waiting to happen.

If you can’t identify the problem and help to solve it, then there’s a good chance that someone will be leaving.

6: Micromanagement

Employees that are managed in a restrictive way tend to feel that they’re not trusted.

Being free to make their own decisions can make employees happier, can increase their feelings of worth in the workplace and can keep them with you for longer.

Don’t be tempted to control each and every small aspect of a project, insisting that things are done a certain way. You might find that, with a little more freedom, your employees are very creative and effective.

7: Organization’s financial stability

Financial instability: a lack of sales, layoffs or reduced work hours, salary freezes, successful competitors highlighted in the news, bad press, employee turnover, mergers and acquiring companies, all lead to an employee’s feeling of instability and a lack of trust.

Employees who are worried tend to leave. Make every change and potential change transparent. Let them know how the business is doing at all times and what the organization’s plans are for staying on track or recovering in the future.

But, the most important issue here is the employees’ trust in and respect for the management team. If they respect your judgment, direction, and decision-making, they will stay. If not, they will leave. After all, they have the financial stability of their families to consider when they decide which executive they will follow — or not.

8: Lack of belief in the business

If you believe in your business and any plans for the future, make sure that this belief is travelling down the line to each and every worker in the business. Share your goals and dreams, along with your plans for achieving them.

If an employee doesn’t feel committed to the same goals, or if they can’t see the company’s future, they might jump ship for an alternative employment opportunity.

9: Overall corporate culture

The overall culture of your company makes a difference for employees. Does your organisation appreciate employees, treat them with respect, and provide compensation, benefits, and perks?

Do you provide events, employee activities, celebrations, and team building efforts that make employees feel that your organization is a great place to work?

Employees appreciate a workplace in which communication is transparent, management is accessible, executives are approachable and respected, and direction is clear and understood. Your overall culture keeps employees — or turns them away.


Are you struggling with staff retention? Are you hiring the right people into your organisation? Here at Recruit UK, we work alongside you to define the culture of your business and what it is your organisation has to offer- we will then help you find the perfect candidate for the job. With our knowledge on the wider market, we can give you expert advice on how best to hire and retain the best staff. Call us today on 01179 450450.