A survey conducted by executive head-hunter, Lann Consulting, identified career progression as the single biggest concern, with over a fifth of respondents stating it as their main reason to consider moving companies or even change career path.  

The lack of clearly structured management development programmes and the fact that existing programmes are not followed were highlighted by individuals as the overriding frustrations. In addition, a shift in organisational structure was also given as a top reason for dissatisfaction with employers.   

Steven Murdoch, managing director of Lann Consulting, comments: “There has been a move away from hierarchical structures in organisations to a more matrix arrangement.  This often means that one functional direct line manager can be based in a different location, or worst still another country altogether.   

“This makes it very difficult to progress to the next level unless an individual is prepared to be very flexible on location. Even then they may not be considered due to significant relocation expenses for the employer.” Murdoch also attributes noticeable ‘de-layering’ of senior positions to the dissatisfaction of managers with their employers.

He adds: “It is becoming more common for companies to refine the spectrum of management positions available.  This breakdown in lines of reporting essentially means that a middle manager may be reporting directly into a senior manager earning twice the salary.  

“With significant structural changes such as these an individual is either going to be over-promoted and then be likely to fail or they will have to move laterally or out of the function all together. It’s becoming much harder to progress a career in the traditional ‘up the ladder’ way.” 

“Without something tangible to aim for, talent within a business will quickly become de-motivated and move on at a greater cost to the company than implementing a structured programme for promotion.” 

“However, employees also have a responsibility to set their own framework and targets for progression, rather than solely relying on their employer to guide them every step of the way.  The majority of high achievers who are hungry for success consistently aspire and work to the next level. They don’t wait around to be shown the way forward – they find it themselves!”  

Another key area of dissatisfaction in the workplace included uncertainty over stability of the business and therefore job security. 

Lewis concludes: “There has certainly been a move away from jobs for life and employers need to manage this uncertainty in order to retain and grow talent.  There are three main areas companies must concentrate on in order to motivate employees; career development, culture and environment together with pay rewards.  If time is invested in understanding the workforce, employees will demonstrate pride and loyalty to the business in return.”  The top five reasons for middle and senior managers feeling dissatisfied with their current employer in order of importance are:

1. Lack of career progression
2. Changes to the structure of the organisation
3. Uncertainty over the stability of the business
4. Not feeling challenged
5. Salary

 -Ends-  

For further information please contact Amy Garbutt, Beattie Communications

Tel. 0113 213 0302 / 07971 749 088 Email: This e-mail address is being protected from spam bots, you need JavaScript enabled to view it  

Notes to Editors·         The survey was carried out across 600 middle and senior managers who were understood not to be actively seeking alternative employment at the time of the study. 

Lann Consulting – Background ·         Lann Consulting is a pure search recruitment company which specialises within the Retail and Consumer industries. Based in Sheffield, it is dedicated to helping to identify, secure, grow and retain talent on a national level and boasts an impressive list of blue chip clients.