Employee loyalty in the PR Industry
Public Relations Employers are often mistaken about their staff loyalty.
There is a common train of thought within the PR Industry, that once a new person with experience has been hired and has gone through the induction process, the employer won’t have to worry about them for a long time and can leave them to just get on with the job. Many of you reading this will be thinking; fair comment, what else do I need to do? After all, the employee will make friends with their new colleagues, build a network of contacts and hopefully have fun working on a variety of interesting campaigns. This alone will guarantee their commitment to stay for a few years at least and will encourage them to remain loyal to their job and employer. Or will it?
As we recruit for a number of public relations agencies and consultancies, we thought it would be interesting to compare employee attitudes in the PR Industry against length of service to find out when exactly PR employees start to get a bit twitchy and possibly look for a new job.
For the purpose of this article we have compared employment periods within the same company of 0-6 months, 6-12 months, 1-3 years, 3-5 years and over 5 years. Here are some of our findings.
The most loyal
The most loyal employees are those that have been working for 6 –12 months at their current employer.
37.5% enjoy their job and are not looking to change employer or job in the next 6 – 12 months.
At 6 months you will have become more settled in your job and have more than an inkling about whether the environment you are in is a good match for you. You will have seen first- hand who has or hasn’t been promoted and will have a fairly decent idea of what the future might hold for you. On the other hand, if by 6 months you don’t believe you are working in the right place, you might still decide to stick it out a bit longer as it would look a lot better on your cv.
Between 3 and 5 years people get twitchy
A surprising 50% of PR respondents who have been employed between 3 and 5 years had applied for jobs in the last 6 months even though they were “relatively happy” in their job.
25% are actively looking to change jobs and company.
So much can happen in 3 – 5 years. Personal circumstances or interests may have changed dramatically and you might have come to realise that the place in which you are working doesn’t offer you the career development or working conditions that you are looking for.
We asked this category what they felt their current employer could do to increase retention. An astonishing 75% of this category felt that their employer should recruit more staff and promote more regularly.
Watch out for the passive job seeker (between 1-3 years)
22% of those permanently employed between 1 and 3 years stated that they were always interested in hearing of new opportunities.
44% are relatively happy in their job, but have applied to new jobs in the last 6 months.
We asked this category what they felt their employer should do to increase retention. An overwhelming 78% felt that their employer should spend more time training and developing existing staff .
Flexible working is also high up on the agenda for this group. 63% believed that flexible working would also make a difference to employee retention. We took flexible working to mean flexi-time, working from home, reduced hours, part-time, reduced hours for a fixed period of time.
Recruitment & Hiring
Across all categories in PR “recruiting new staff “was high on the wish list to help improve retention.
Recruiting new people allows employers to spread heavy workloads, it helps create career opportunities, introduces new talent and skills to the business, helps identify and create managers of the future as well as build bigger specialist networks.