5 Reasons Bid Managers Are Leaving Their Current Jobs
The public sector is currently navigating a landscape marked by increasing competition for contracts and heightened scrutiny over how taxpayer money is spent.
In this environment, the role of Bid Managers has become more vital than ever. Bid Managers are the backbone of many organisations, responsible for crafting compelling proposals that secure lucrative contracts. Their expertise can be the difference between winning a multi-million-pound contract or losing out to a competitor.
However, as demand for skilled Bid Managers surges, so too does the issue of retention. Companies are finding it increasingly difficult to keep their Bid Managers in place, with many opting to leave their roles for better opportunities. This high turnover rate is alarming because it not only disrupts ongoing projects but also makes it harder to attract and retain top talent in the long run.
Addressing the root causes of retention issues is crucial—after all, frequent hiring to fill gaps left by departing employees can be both time-consuming and costly.
So, why are Bid Managers leaving their current jobs? Here are five common reasons we’re hearing from candidates, along with some tips on how companies can improve their retention rates.
Progression Opportunities
A major reason Bid Managers are moving on is the lack of progression opportunities. Many companies are losing their best Bid Managers simply because they aren’t offering clear paths for career advancement or aren’t paying them enough.
Bid Managers are highly sought after, and competitors often lure them away with promises of better salaries for doing the same role. Essentially, they’re side-stepping into another position with better pay and the potential for progression, which their current role doesn’t offer.
How to improve:
Offer clear career paths: Develop and communicate clear progression plans that show Bid Managers how they can move up within the company.
Competitive salaries: Regularly benchmark salaries against industry standards and ensure that your compensation packages are competitive.
Commission
In recent years, it’s become more common for Bid Manager roles to include a commission structure. Because of this, there is far less incentive to stay in a position that doesn’t offer this extra earning potential—especially if the base salary isn’t in line with the market.
Top candidates, who are known for securing multiple contracts, are particularly tempted by these opportunities. They understand their value and are drawn to roles where their success is financially rewarded.
How to improve:
Incorporate commission structures: Introduce or enhance commission plans to offer Bid Managers a share of the success they help create.
Incentivise performance: Align rewards with performance outcomes to keep your top talent motivated and engaged.
Job Excitement
Bid Managers are often driven, ambitious individuals with high career aspirations. They thrive on challenge and variety, which means they can become quickly dissatisfied if their role becomes too routine or stagnant.
We’re seeing many Bid Managers looking to leave because there’s little scope for growth with the work being too slow-paced and mundane.
How to improve:
Provide challenging projects: Ensure that your Bid Managers are constantly engaged with challenging and varied projects that stretch their skills.
Opportunities for innovation: Encourage them to take on new initiatives or explore different approaches in their roles to keep their work exciting.
Work Culture
It’s important to note that Bid Managers fall under the broader category of sales professionals. While your average salesperson is typically sociable and enjoys working in a fun, team-oriented environment, Bid Managers often find themselves as “one-man bands.” This can lead to feelings of isolation and dissatisfaction, prompting them to seek out positions where they can be part of a bigger team and as a result, a more exciting culture.
How to improve:
Improve team collaboration: Create more opportunities for Bid Managers to work closely with other teams, such as sales, marketing, and operations.
Build a supportive culture: Promote a work environment that values teamwork and provides Bid Managers with a sense of community and support.
Industry Change
The public sector needs to adapt to the needs of Bid Managers or risk losing them to other industries. Bid professionals possess highly transferable skills that allow them to transition into new industries without significant barriers or salary sacrifices.
If they feel their current industry isn’t evolving or offering what they need, they won’t hesitate to leave.
How to improve:
Stay competitive: Ensure your company and the broader industry are keeping pace with trends and offering opportunities that match Bid Managers’ career goals.
Skill development: Invest in continuous learning and development programs that keep Bid Managers engaged and future-proof their skills.
- Written by Arun Sutton
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