Why Do People Leave Jobs?

Employees that don’t feel they are making any headway in their chosen career, or can’t see a clear path of progression to roles with more responsibility, financial reward, or influence, may look elsewhere. If employees feel they have stagnated in their roles and have no chance of promotion due to organizational structure, they’ll find promotion with another firm.

45%

#1 Lack of Progression

A crucial relationship for any employee, and a driving force to leave a role if relations are bad. Staff that feel bullied, disrespected or unappreciated by a manager won’t hesitate in finding a more positive work environment elsewhere, particularly if conflict becomes personal or confrontational. Good leaders make for happy workers.

50%

#2 Poor Leadership

A lack of feedback or support, poor relationships with co-workers or an unhealthy working culture can drive talented employees away. Transparent corporate structures, supportive management, flexible working hours and investment in ensuring happy, productive teams can go a long way to retain valued workers.

36%

#3 Corporate Culture

Employees that feel their potential isn’t being fulfilled, or that their skill set has stagnated will seek fresh challenges in new pastures. A lack of training and staff development can leave workers feeling bored and uninspired, depleting their enthusiasm for a company’s aims.

36%

#4 Need for a Challenge

A corporate culture that gives staff impossible workloads and fails to promote a healthy work/life balance will soon see high staff turnover. Exhausted employees quickly become demotivated and less productive, and will soon look for roles where they can deliver their best and safeguard their sanity – in a healthier working environment.

45%

#5 Poor Work / Life Balance

Reward isn’t just about money – benefits packages and recognition for hard work are also important. Staff that feel fulfilled and supported at work are more likely to stay loyal to a firm, even if external roles offer more money – but there is a tipping point. Increased stress or a toxic working environment may lead staff to evaluate if reward is enough to compensate for more negative aspects of their job.

82%

#6 Reward for the Role

Why People Joined Their New Job?

Stronger Career Path

Better Compensation

More Challenging

Better Skills Fit

Ability to Make an Impact

Better Company Direction

59%

54%

47%

47%

42%

39%

Prepare to Pay 66% of people leaving a job cited concerns with current salary

Current pay compared to previous

Higher Pay - 74%

Same Pay - 9%

Lower Pay - 12%

Lack of opportunities

Unsatisfied with leadership

Wanted more challenging work

Unsatisfied with pay

Unhappy with recognition

Issues with company direction

Interested in a new industry

35%

25%

40%

50%

43%

40%

21%

30%

27%

43%

42%

31%

29%

11%

25%

25%

42%

28%

22%

23%

7%

Millennials Gen X Baby Boomers(Ages 18-35) (Ages 36-50) (Ages 51+)

Generational Differences

Unsatisfied with leadership

Unsatisfied with work environment / culture

Unsatisfied with work / life balance

44%

39%

41%

34%

26%

21%

Gender Differences

Data Sources LinkedIn - “Why & How People Change Jobs Report”Wall Street Journal - “What Do Workers Want from the Boss”Forbes: “Why Do Employees Leave Their Jobs? New Survey Offers Answers”

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Understanding the push and pull factors that motivate people to seek new jobs can help companies improve their own

culture, processes, management and training. Here’s the data behind these motivations.

Supervisors & Managers

39% of supervisor failed to keep promises37% of supervisor failed to give credit when due31% of supervisor gave them the "silent treatment" during the past year27% of supervisor made negative comments about them to other employees24% of indicated their boss invaded their privacy23% of supervisor blamed others to cover up personal mistakes

39%23%

24%

27%

31%

37%

reasons why supervisors and managers cause stress in the workplace and potentially the desire for staff to leave their jobs