How to attract and retain top Chartered Surveyors in a competitive market
The real estate industry is ruthless, and attracting top-tier chartered surveyors is tougher than ever. With an increasing number of professionals believing they can earn more elsewhere, firms need to step up or risk losing their best people.
If you’re serious about building a powerhouse team, it’s time to rethink your approach.
Stop losing talent to the competition
The numbers don’t lie. In our recent Real Estate Salary Guide survey we found that 82% of people believe they could earn more by switching roles.
If your salary structures are outdated and rigid, don’t be surprised when your talent walks. Pay needs to reflect performance, market demand, and the reality that surveyors have options. Regular benchmarking and performance-linked incentives are non-negotiable if you want to stay ahead.
Career progression: Fix the broken ladder
Surveyors don’t just leave for money - they leave because they’re stuck. Traditional corporate structures with fixed pay bands and limited career progression are driving your best people straight into the arms of competitors.
Here’s how to change that:
Provide a transparent career progression roadmap.
Invest in leadership training and mentorship.
Open up opportunities across different specialisms.
Actively promote internal mobility - don’t wait for resignations to make room.
Get with the times: Flexibility is non-negotiable
Surveyors have had a taste of flexibility, and they’re not giving it up. Firms that refuse to adapt will lose out. If you’re still clinging to rigid office hours and minimal flexibility, expect your top talent to leave for employers who respect work-life balance.
Winning firms are:
Embracing hybrid and remote working models.
Measuring success by results, not hours at a desk.
Creating cultures that support autonomy and trust.
Recognition: Show you actually care
If your team only hears from you when things go wrong, don’t be shocked when morale plummets. Recognition isn’t a nice-to-have, it's a fundamental driver of engagement and retention.
Do better by:
Rewarding high performance in real, tangible ways.
Holding regular career development conversations.
Making employees feel heard and valued, not just another cog in the machine.
Salary negotiation: Own the conversation
Too many firms treat salary negotiations as a headache rather than an opportunity. If you’re not having open, proactive discussions about pay, your competitors are.
Get ahead by:
Conducting frequent salary reviews based on performance and market trends.
Offering creative incentives - bonuses, profit shares, and equity options.
Being upfront about pay structures and future earning potential.
Step up or step aside
The market is competitive, and if you’re not actively evolving, you’re falling behind. Surveyors have options, and if you’re not providing the salary, flexibility, career growth, and recognition they deserve, someone else will.