Beyond Retention: What Really Keeps People at Work

Insights From Caroline Jellyman, Head of Learning and Organisational Development at Battersea and Megan Yawor, Head of Talent Management & Development at Knight Frank

What does it really take to retain great people in today’s workplace? That was the question at the heart of one of the most thought-provoking sessions on the Talent, Skills & Workforce Evolution stage at the recent Engage Employee Summit. Against a backdrop of shifting expectations, economic uncertainty and evolving workplace norms, this discussion challenged traditional thinking on talent and offered a refreshing, human-centred perspective on why people choose to stay.

Megan Yawor, Head of Talent Management & Development at Knight Frank and Caroline Jellyman, Head of Learning and Organisational Development at Battersea brought this conversation to life by reflecting on just how dramatically the talent landscape has shifted over the past five years. The pandemic did not just change where we work, it fundamentally reshaped what people expect from work. Flexibility, wellbeing and purpose are no longer “nice to have”; they are central to the employee experience.

Caroline highlighted the unique dynamics within a purpose-driven organisation like Battersea Dogs and Cats Home, where employees are deeply connected to the mission. But with that strong emotional commitment comes a critical responsibility: ensuring the day-to-day experience is sustainable. She spoke candidly about the risk of burnout when purpose is not balanced with realistic workloads and support, particularly in the face of external pressures such as financial uncertainty and changing operational demands. The challenge, she noted, is designing an experience where people can truly thrive, not just cope.

Megan built on this by exploring how expectations around growth and development have evolved. Learning is no longer a side offering; it is a core part of the employee value proposition. Today’s workforce is looking for clarity, including clear pathways, visible opportunities and a better understanding of how they can grow. Importantly, she challenged the idea of the traditional career ladder, introducing the concept of “squiggly careers” and “career climbing walls”, models that reflect the non-linear, personalised journeys people increasingly expect.

A key theme running through the discussion was ownership. Both Megan and Caroline emphasised that career development can no longer sit solely with HR or line managers. Instead, organisations must equip individuals with the tools, frameworks and confidence to take charge of their own progression. From mentoring and coaching to cross-functional projects, creating opportunities for exploration is essential, but so is clearly defining what success looks like across both technical and behavioural expectations.

Of course, none of this happens in isolation. The role of managers came under sharp focus, with both speakers acknowledging that manager capability is often the missing link. Whether it is a reluctance to “lose” talent or a lack of confidence in having development conversations, inconsistencies at this level can significantly impact the employee experience. Strengthening leadership capability and aligning culture across teams is therefore critical.

Transparency and fairness also emerged as non-negotiables. Megan stressed the importance of clear standards, honest communication and consistent processes when it comes to performance and progression. Building trust means being open, even when those conversations might lead someone to pursue opportunities elsewhere.

Caroline closed by bringing the conversation back to culture. Even with the best intentions, there can be a gap between the culture organisations aspire to and what employees actually experience. Bridging that gap requires consistent leadership, equitable experiences across teams and a continued focus on wellbeing at every level.

The session served as a powerful reminder that while technology and AI will continue to shape the future of work, the foundations of retention remain deeply human. Clarity, trust, meaningful development and supportive leadership are what truly make people stay, and what will define the organisations that succeed in the years ahead.

To register your interest for the 2027 Engage Employee Summit click here.