Press Release


STAMFORD, Conn., September 30, 2021

Gartner Survey Reveals 91% of HR Leaders Are Concerned About Employee Turnover in the Immediate Future

Nearly 50% of Employees Hired Over the Last 12 Months Had Two Additional Job Offers

With employees having more job opportunities to choose from, 91% of HR leaders are increasingly concerned about employee turnover in the coming months, according to a survey of 572 HR leaders in July 2021 by Gartner, Inc.

Another Gartner survey of 1,609 candidates between May and June 2021 found that nearly half of today’s applicants are considering at least two job offers simultaneously.

“As the economy continues to recover from the disruption caused by the COVID-19 pandemic, organizations are facing a very different — and extremely competitive — job market than years past,” said Jamie Kohn, research director in the Gartner HR practice. “While many are experiencing a record number of open roles, companies are also trying to mitigate pent-up employee turnover.”

To gain competitive advantage in today’s war on talent, Gartner recommends the following:

Align flexibility to employee and work needs

To remain competitive, employers should consider the different forms of flexibility – daily work hours, work location or the length of the workweek – they can offer to retain and attract top talent.

“Flexibility is no longer a perk to offer employees, it is now the expectation,” said Kohn. “Organizations that provide employees with greater choice will win the war for talent.”

HR should help business leaders determine flexibility options based on the specific context of their work. Gartner research shows that performance improves when employees are given flexibility over where, when and how much they work.

Help employees think broadly about career opportunities

To expand employees’ growth opportunities, HR leaders must help managers conceptualize the potential career paths of their direct reports generally – not just specific next steps. This approach allows leaders to go beyond their employees’ current skill sets and help guide them based on personal interests, business growth opportunities and experiences.

Managers should also encourage direct reports to have career conversations with neutral mentors and coaches who can help them think creatively about the development opportunities available to them within their organization and how to approach them.

Hire for potential – not just experience

In a competitive labor market, organizations must stop thinking about replacing specific employees and instead consider what skills the larger organization needs to succeed in the future. To start, HR leaders must identify long-term talent gaps at the organizational level and partner with business leaders to acquire the needed critical skills. This includes finding skills outside traditional career paths, both inside and outside the organization.

“Organizations often overlook the potential within their own organization,” said Kohn. “Improving internal mobility can help employers find employees with adjacent skills, boost diversity, equity and inclusion (DEI) and tap into nontraditional talent pools that are outside customary recruiting hot spots.”

Additional information is available to Gartner for HR clients in the report, “Benchmarking Employee Turnover Trends and Mitigation Strategies With HR Leaders.”

About the Gartner ReimagineHR Conference

Gartner experts will further discuss key workplace issues during the virtual Gartner ReimagineHR Conference, taking place virtually in the Americas November 8-10. This conference brings together a community of trailblazers, thought leaders and industry experts pushing the bounds of human resources. CHROs and HR leaders will learn from the latest research and Gartner experts covering talent acquisition, diversity, equity and inclusion, learning and development, total rewards, talent analytics, and HR technology. Follow news and updates from these events on Twitter and LinkedIn using #GartnerHR.

About the Gartner HR Practice

The Gartner HR practice brings together the best relevant content approaches across Gartner to offer individual decision makers strategic business advice on the mission-critical priorities that cut across the HR function. Additional information is available at Follow news and updates from the Gartner HR practice on Twitter and LinkedIn using #GartnerHR.


About Gartner

Gartner, Inc. (NYSE: IT) delivers actionable, objective insight to executives and their teams. Our expert guidance and tools enable faster, smarter decisions and stronger performance on an organization’s mission critical priorities. To learn more, visit