Not actively looking, but on the move: how to keep loyal employees on board
Belgian employees are the most loyal in Europe. No more than 9% are actively looking for a new job – significantly fewer than in countries such as Norway (16%) or the Netherlands (15%). But loyalty doesn’t necessarily mean lasting motivation. Three in four Belgian workers may not be considering a switch, but that doesn’t automatically mean they feel engaged. Loyalty can’t be taken for granted. Employers who invest in engagement and internal development are the ones who keep their people motivated – and on board.
A recent international survey by HR service provider SD Worx revealed the following:
- 74% of Belgian employees aren’t planning to switch to another employer any time soon – the highest figure in Europe.
- Only 9% are actively looking for a new job.
- 26% are open to a different role within their current organisation.
There’s certainly scope for internal career advancement. Many employees want to move up the career ladder – but ideally without leaving their employer. That creates opportunities for internal mobility, knowledge retention and long-term career development.
Loyalty does not mean stagnation
Loyal employees bring stability, reduce recruitment costs and help build strong teams. But loyalty shouldn’t lead to stagnation. When people stay in the same role too long without fresh prospects, they risk disengaging – mentally, and eventually even physically. That’s why it’s essential to invest in growth and engagement, even for employees who don’t explicitly say they need it. And it doesn’t have to be complicated. Read on for some practical ways to boost internal engagement.
- Offer prospects for career development
Only 22% of all employees in Belgium receive career guidance from their manager. Yet this can make a real difference when it comes to engagement and retention. Regular interviews focusing on development, individualised growth programmes and internal job matching based on skills help make ambitions both discussable and achievable. Encourage your employees to share their goals and aspirations – even those who’ve held the same position for years still want to keep developing!
- Make internal mobility visible and accessible
While 26% of employees are open to a new role within their organisation, many aren’t aware of the possibilities. That’s why it’s important to offer a clear in-company job vacancy platform, communicate regularly about open positions and provide support during internal moves. To encourage internal applications, you could share any vacancies via the intranet or highlight them in a monthly newsletter.
- Create a culture that values learning
Loyalty grows when employees feel they have room to keep developing. That’s why it pays to invest in training, upskilling and individualised learning programmes. Make learning accessible through job rotation or shadowing opportunities. This lets employees explore new roles without having to jump into the deep end.
- Support your managers
Managers play a crucial role in retaining talent. Yet only one in five employees receive targeted career guidance from their manager. That’s why managers need coaching, tools and time for in-depth conversations about their staff’s development. Make sure to follow up on internal transfers so employees continue to feel supported in their new roles. Ask for feedback regularly: what keeps them motivated, and what could be improved?
In a tight labour market, employee loyalty is an advantage – not a given. By investing in internal growth and engagement, you not only retain talent but help it thrive. And last but not least: finding new talent often starts by taking a closer look at who’s already on board – sometimes it really is that simple!
Text: Josefien De Bock
