In technical recruitment, the conversation is no longer just about attracting the right people. The bigger challenge lies in keeping them. While compensation and benefits remain critical, our most recent internal survey, combined with everyday conversations our consultants have with candidates, reveals that what really drives engagement and retention goes far deeper.

Back in October 2023, we published that 97 per cent of employees said they wanted to feel a sense of belonging at work. A couple of years on, that desire not only persists, it continues to shape the way people view their current roles and future career choices. Across the built environment sectors, candidates regularly tell us that culture, communication and recognition now matter just as much as their salary package.

Is Belonging Still Important?

In more recent polls, 44 per cent of respondents said that a sense of belonging is what most resonates with them about their organisation’s culture. This was significantly higher than values or even pride in the company, echoing the sentiment from our earlier blog that belonging is not a luxury, it is a necessity.

Every week, our recruiters speak with talented professionals considering a job move, and a recurring theme is the desire to feel included and valued. They are looking for employers who take culture seriously, who invest in building communities within teams, and who make the effort to bring hybrid or dispersed workforces together. In our 2023 blog, we noted that low-cost initiatives like team quizzes, volunteering opportunities or inclusive socials are often more effective than flashy perks. That remains true today.

Communication and Clarity Are Non-Negotiable

Another standout insight from polls and feedback we get from candidates is that 58 per cent of respondents believe transparent communication from leadership has the greatest impact on engagement. Yet nearly a third said their organisation’s vision is not clearly communicated. This is reflected in the 2025 Institute of Internal Communications (IoIC) Index Report, where clarity in communication from leaders and in times of change is the key to employee engagement.

This mismatch is something we also hear frequently in interviews. Candidates often describe feeling disconnected from leadership or unsure of how their day-to-day work contributes to wider goals. They are not necessarily seeking grand statements – they want clarity, consistency and visibility. A lack of communication is one of the first things people cite when explaining why they are open to new opportunities.

Recognition Matters, But So Does Meaning

Fifty per cent of poll participants said recognition for achievements makes them feel most engaged. However, when asked which retention strategies were most effective, only 26 per cent selected recognition and reward programmes.

This suggests that while recognition is important, it needs to be sincere and tied to meaningful contribution. Candidates tell us that generic rewards or infrequent praise do little to improve morale. What resonates is genuine, timely acknowledgement from leaders or peers, particularly when it is linked to growth, impact or a job well done. Recognition works best when people feel seen for their efforts and not just their outcomes.

Pay Still Matters, But It's Not Everything

Of course, financial reward remains a powerful motivator. 53 per cent of respondents said it drives them to go above and beyond, and 41 per cent said a pay rise would be their top reason for changing jobs. However, career progression came in close behind, with 33 per cent selecting it as their primary reason for considering a move.

When we ask candidates why they are looking for a new role, their answers are often more nuanced than money alone. Many say they feel stuck, lack development opportunities, or simply want a change of direction. Technical professionals are highly skilled, and they want to know that their careers are progressing in a way that reflects that. This is where clear development pathways and support for upskilling can be powerful retention tools.

The Role of Leadership in Retention

More than half of poll respondents said regular feedback is the most important way leaders can support their team’s growth. In addition, 40 per cent said the leadership quality they value most is approachability and empathy, followed closely by integrity and mentorship.

This reflects what we hear every day. Candidates often leave roles not because of the company itself, but because of poor line management. In contrast, those who stay often cite strong, supportive relationships with their managers. People want leaders who listen, give feedback, and help them grow. Strategic vision may be important at board level, but at team level, empathy and trust are what keep people engaged.

Wellbeing Needs Real Flexibility

Finally, when it comes to wellbeing, flexible working hours were the top choice for 54 per cent of respondents. Creating a positive culture came second, with far fewer people placing value on gym classes or dedicated support services.

The message is clear, employees want trust and autonomy. Flexibility allows them to manage their time, care for families, and achieve a healthier work-life balance. It is no longer a benefit, it is an expectation. We hear this from candidates of all ages, sectors and seniority levels. The employers who embrace this will not only attract top talent, they will keep it.

Taken together, these poll results, supported by real conversations we have every day, paint a clear picture of what keeps technical professionals engaged. Belonging, clarity, recognition, progression, and leadership that listens.

This is not about grand gestures. The organisations that retain talent are those that build a culture people want to be part of. They communicate openly, recognise contributions, and show they genuinely care. And in doing so, they create teams that are not just technically capable, but committed, resilient and ready for the future.

If you’re looking to strengthen your own team’s culture or retention strategy, speak to one of our consultants. We’d be happy to share what we’re hearing across your sector.