#AdamWritesBlog

The numbers tell a compelling story: 181,000 job-to-job resignations took place in the UK in the third quarter of 2024 (Statista, based on ONS data), while the market remains relatively tight. But if you think this is just a repeat of what we saw during the original Great Resignation, you're missing the bigger picture. We're not witnessing another exodus, no, this is something more intentional, a strategic reset. People are rethinking what work means to them, and that’s creating a chance for employers to evolve and lead in new ways.

The results are in from our annual UK Hiring Trends Survey, and they paint a fascinating picture of the challenges facing businesses in 2025. Perhaps most striking is this: 60% of professionals are actively seeking new roles, with a further 19% open to the right opportunity. That's potentially 79% of your talent pool in play this year. 

In boardrooms across the country, leaders like you are grappling with a critical challenge: transforming human capital from a cost centre into a strategic powerhouse. Half of your budget is tied up in salaries, but are you truly seeing a return on that investment?

In today's fast-paced business landscape, having the right people with the right skills is only half the battle. The other crucial factor? Ensuring your employees have the capacity to take on new projects and drive your company forward. After all, an overloaded, burnt-out workforce can bring progress to a screeching halt.

A meritocracy is defined by the Oxford Dictionary as ‘a society governed by people selected according to merit.’ The example sentence given is this: ‘Britain is a meritocracy, and everyone with skill and imagination may aspire to reach the highest level’.

How can we plan and prepare for the future when facing volatility, uncertainty, complexity and ambiguity (VUCA)?