New Zealanders strongly agree that they need to switch employers to further their careers
Employees in New Zealand believe that finding a new employer is the only way to move up the career ladder, according to a new report, with the lack of opportunity a barrier to career progression.
ADP's People at Work report surveyed nearly 38,000 employees across 34 markets, including New Zealand, to identify their biggest barriers to career advancement.
In New Zealand, 21% of employees said the lack of opportunities is their biggest barrier to career progression, the highest among the other factors cited globally.
Limited visibility of career opportunities is driving career decisions, as 14% of New Zealanders strongly agreed that they need to change companies in order to advance.
The findings in New Zealand reflect overall global data, where 34% of employees who cannot find an opportunity to advance at their current employer were actively looking or interviewing for a new job.
"It should come as no surprise to managers that ambitious employees are more likely to be looking for new opportunities," the report read.
However, the risk extends beyond increased turnover. According to the ADP report, employees who strongly believe they need to change employers to advance are 2.6 times less likely to view themselves as highly productive.
"The workplace impact of limited career visibility isn't just employee disengagement – it's lost productivity, diminished innovation, and higher turnover," said Nela Richardson, Chief Economist at ADP, in a statement.
How to retain employees
Employers that highlight career development offerings and opportunities will see positive changes in worker sentiment, according to ADP.
Nearly half of employees globally (45%) cited opportunities for career advancement as the top reason why they stay with their current employer. It surpassed professional training and development (36%) and schedule flexibility (34%).
According to ADP, career growth looks different for employees. Some see it as upwards into higher ranks, while others consider more lateral growth with new responsibilities.
"Organisations that design clear, equitable career paths don't just retain talent – they also increase their ability to unlock the full productive potential of their employees," Richardson said.
