Retention strategies: how to keep your best surveyors from leaving
Demand for skilled surveyors across the UK is high. Valuation in particular is facing a well-documented skills shortage, with experienced professionals being scouted by multiple firms at once. If you’ve got strong talent in your team, holding onto them isn’t just a nice-to-have - it’s business-critical.
So why are good surveyors leaving? And more importantly, what can you do to stop it?
Here are the retention strategies we’ve seen work best, from firms who are winning the war for talent.
1. Progression paths that actually go somewhere
Surveyors are ambitious by nature. If they can’t see a clear route to promotion or growth, they’ll look elsewhere. Regular check-ins, clear role frameworks, and transparency around what it takes to reach the next level all help. But it’s not just about titles - consider exposure to new asset types, clients, or regions. That kind of variety can reignite enthusiasm and reduce the risk of restlessness.
2. Flexibility, not just remote work
Hybrid work is here to stay, with 79% of real estate employees spending at least three days a week in the office. But the best employers go further. It’s not just about where people work - it’s about how. Can a surveyor start early and finish early? Pick up kids from school? Avoid Friday site visits? Small lifestyle tweaks make a big difference to loyalty.
3. Recognition and reward beyond base salary
Yes, surveyors want to be paid well, but retention isn’t just about money. A lot of the time, it’s about feeling seen. Celebrate wins publicly. Thank people personally. Share client praise, internal shout-outs, and even peer-to-peer recognition. When people feel genuinely valued, they’re less likely to return that recruiter’s call.
Our 2025 Real Estate Salary & Trends Guide reveals 67% of real estate employees have taken on greater responsibility without a pay rise or title change. While stepping up can be key to career growth, feeling undervalued leads to frustration – and 53% of those affected have actively looked for new jobs in the past year. Employers must recognise and reward extra effort, whether through promotions, bonuses, or development opportunities. Retention starts with appreciation.
4. Culture that values wellbeing over presenteeism
Surveying has long had a reputation for long hours and high pressure. That’s starting to shift - but culture still plays a huge role in whether people stay. Leaders set the tone. Encourage breaks. Call out burnout. Invest in mental health support. A healthy workplace is a sustainable one.
5. Regular market benchmarking
The property sector is changing fast and so are expectations. If you haven’t reviewed your salaries, benefits, or bonus structures in the last 12 months, you could be unintentionally undercutting yourself. A good recruitment partner will keep you informed on what the competition is offering and help you close the gaps before it’s too late.
Retention doesn’t come from a single big initiative. It’s about a series of consistent, human, well-informed decisions that make your people feel invested in. The reality is: your best surveyors are already on someone else’s radar. But with the right strategy, they won’t be interested in listening.
Download your copy of our 2025 Real Estate Salary & Trends Guide for an insight into real estate workplace trends and advice for employers, or get in touch with SONDR today for more information.