- When employees quit their jobs, this can mean a lot of trouble for companies, as they’re left scrambling to keep their operations intact. And with employee turnover on the rise, more and more companies are trying to understand how they can retain their top talent. So, how can organisations improve their employee retention rates? And how can they keep their workforce positively engaged? Several factors can weigh in on an employee’s decision to hand in their notice, including a lack of progression and low pay. We asked almost 1,000 people to tell us which of nine factors would most influence their decision to quit a job, and based on the findings of our first official CareerAddict study, here’s what we learned.
Key findings from a survey conducted on careeraddict.com, January 2020
The job market is a competitive arena, not just for jobseekers but also employers looking to hire the right talent.
The need for a skilful workforce has grown significantly over the years, with industries constantly evolving to serve a diverse range of markets and creating a larger number of opportunities for jobseekers in the process. Indeed, the job market is a competitive arena, not just for jobseekers but also employers looking to hire the right talent.
But hiring and retaining the right talent are two very different things –a concept that has been reiterated by HR experts time and time again.Through our survey, which looked into the different factors that can put job satisfaction and employee morale in jeopardy, we found that the most likely reason for someone to leave their job was a lack of progression, followed by low pay. Meanwhile, a non-flexible schedule and weak cooperation with coworkers were least likely to cause employees to resign.
We believe that, when it comes to high employee turnover, it’s important to address the problem at the source. And a good starting point would be to investigate what exactly it is that leads employees to decide to quit and move on.
The margin of error of the study is ±3% at a 95% confidence interval.
*All data (n=824) were collected from a voluntary sample of respondents who clicked on relevant banners
on the CareerAddict website. As such, the views presented throughout this report most likely represent the opinions of people who are directly interested in the development of their careers.