What is driving employees to want to leave their jobs?

According to several surveys in the last 24 months employees leave due to:
1. Their boss
2. Their boss
3. Their boss
4. Company doesn't treat its people like human beings
5. Lack of challenge in the work
6. Lack of promotional oppty
7. Company's executive team--attitude, culture
8. Underutilization (different than #5)
9. Family issues (eldercare, etc)
10 Their pay

Bottom line: the boss, not feeling part of the Company, and family-first. As for % looking to leave when economy turns up, ranges from 63% - 82%, which includes execs.

I see through my coaching many of the same reasons still exist for leaving jobs:

1- Not appreciated
2- Not being used to my ability
3- No career development

But I am also seeing that people are just unhappy in their jobs because they are doing what they have to instead of doing what they enjoy. The more experienced (older) the employee, the more prevalent unhappiness. I find it is because people fell into their jobs and careers and never planned them. People for the most part do not follow their dreams, they follow the money.

The historical belief has been that the company was responsible for managing the careers of its employees with human resources being the stewards of the process. This really is nothing more than an extension of the command and control mentality that with the advent and proliferation of "expert' advice via social media platforms is now dying. For whatever reason as "predicted" by Herzberg's Two Factor Theory of Motivation, people are "wiser" consumers of their own careers.

With knowledge and tools, the song "Take This Job and Shove It" is now the theme of job changers. Can HR adapt to the ways of the new career consumer?

BTW Jim, I do wish people would be more truthful about bad bosses - there are many of them out there - and post quality metrics. As a recruiter, I have more respect for someone who tells me their boss was a groping creep and that leaving was the only option because to stay with a company that did nothing to address the problem would have been personally dishonest.

Essentially, companies fail to give their employees a reason to stay, so much so that their internal policies actually encourage them to leave.

For example, favoritism is widely practiced. Consider the Navy for a moment. A ship's captain runs his vessel aground and gets an Article 15, which is nothing more than an administrative punishment. He/she may experience a reduction in rank and/or a fine, and may even retire; but the retirement will be with full benefits.

A younger sailor may also be given an Article 15 for something much less serious, say violation of a general regulation, which doesn't put lives at risk or cost millions of dollars to fix. He/she may also experience a reduction in rank and/or a fine. That incident is likely to prevent that person from continuing his/her career; and that means no retirement and no benefits.

Those who hold the senior positions are quite willing to protect those in the same club. But, let's not be deluded into thinking that everyone is treated the same, never mind fairly.

I serve an industry that has undergone sustained contraction throughout the past 4 years. Typically, talent walks first because they can, but now the jobs simply aren't there and thousands will never work in industry again. Management feel that employees should be happy to have a job at all and remind people of the fact rather than recognize their contributions. Sadly, the old "beatings will continue until morale improves" and "get on the bus" management mindset seems more prevalent than not. The consequences? I see an awful lot of people occupying seats on the bus while looking busy and smiling. Behind the thin veneer of a smile they are doing only what they must to stay employed, playing the political game and living a quiet hell of disengagement.

Whatever floats their boat. Everyone is unique. Each has their own motivations and employers can never completely satisfy every single person in every respect. It is always a combination of multiple factors, but pay and dissatisfaction with career progress are always the politically correct reasons cited. Usually, conflict with the boss, frustration over lack of control, resentments over peer comparisons and barriers to advancement are most common contributers, but it's always safe to claim, "I found a better paying job with better (name your poison)..." than to confess your boss is a creep and you think the firm is dishonest.

The budget freezes and low increase rates of past years in the U.S. (but not in some other nations) also creates extra incentives for folks to seek a "foot-promotion", to get a big raise by crossing the street for the same job at higher pay and maybe even a fatter title. People think: if your employer has no money and no promotional opportunities, how else will you get ahead?

i believe some element of human behavior plays a role in this equation: the inherent need for some (many) to constantly strive for something "better." rarely are we satisfied with what we have and in the world of work the grass always looks greener on the other side. sometimes internal factors push us to take a stronger look at the other side, but the need to do so is always there.

Many of the studies and surveys done in the last few years have shown that employees are looking for a change because they were overworked and underpaid during the "Great Recession" and now want to move on. As companies had to reduce workforces the remaining employees were given additional duties to cover but were not compensated for the increase in work. However, most employees knew that it was in their best interest to stay at the job and put up with it because the market was so bad. Now that things are improving and hiring has begun again, they feel it's time to look for a new and better opportunity.

One of the primary reasons is because management is out of touch with what employees are really thinking. They erroneously believe that in this economy people are happy to hang on to their jobs. One year ago that might have been the case, but now employees are sick of hanging on. They have gone without pay increases and bonuses. Many have seen their benefit packages cut. Some have endured furloughs and have watched nervously as their colleagues were handed pink slips. They are fed up and ready to move on. They sincerely believe that the top levels of management aren't sacrificing and so they plan to bolt soon.
To keep a talented workforce, employers -- large and small -- need to show appreciation to their employees in a variety of ways, compensation being just one.
Also, many employees are ready to jump ship and become their own boss so as not to have to put off with living in constant anxiety. The lure of being in control of your own destiny is strong. After all, if you are employing yourself, you have the most job security of any position.

I looked at many of the replies and I agree with much of it. But is is really simpler than all this.

With no offense to the moderator, if management, HR or recruiter needs to ask this question, I would suggest that they are not in touch with their organization at all.

I implemented a employee satisfaction survey for a 200 person department. After the reviewing the survey, job structure, compensation, work conditions, and the local job market, my director was still thinking he was missing something. Call it chutzpah but I said in our staff meeting, "if is quacks like a duck, walks like a duck. ....it's a duck." In retrospect, I think he was looking for a magic bullet.

Employees are motivated by their own needs. Obviously people switch when they find something better or are disenfranchised by something in their current experience.

Few companies spend time looking at the culture, work and their compensation structure when things are going well. No one asks this when they outsource positions.

If you want to improve your staffing performance learn what motivates your current employees and sell that to your recruits and new hires. If you can find much to sell, consider a change to your culture, management and operations until the attitude changes.

The key to retaining and hiring the best employees is to think like an employee and not like con artist. No one ever stayed at an employer because they liked the new break room, their COLA raise, etc.

The most important reason for employees to leave the job is lack of an environment where they feel needed. Work place has to be a happy place for all employees. This can be achieved by creating a strong bond among employees at all levels. The spirit of the team as a single operational unit is essential for a stable workforce within the company. It is also necessary to recognise the talents and the upword movement of employees when it is due to them without asking for it. Constant engagement of employees give high returns in the long run.

Instability in the workplace is driving employees to want to leave their jobs.
During the job interview, the employer paints a rosy picture of what the job entails,
the workplace environment, and salary potential. The reality is quite the opposite.
Employees lose their enthusiasm and confidence that the job will be there for them
tomorrow. An so the entrepreneurial spirit kicks in and dominates their thinking.
One thought leads to another and bingo, the letter of resignation is presented.
The rest is history.

Just a quick note to all of the HR professionals and consultants who are survey happy. Surveys don't work because the majority of employees will lie. I know this because I did a survey asking employees if they would tell the truth on an Employee Engagement survey about their work, manager, corporate culture, etc. and more than half came back saying they would NOT tell the truth.

People will not confront bad bosses unless they're ready to walk. It takes a pretty skilled conversationalist to be able to address this without getting blacklisted. This isn't a cynical opinion, this is real life. Employees and managers are humans and humans are far from perfect. The workplace relationship has to be mutually beneficial for it to be productive. How many managers have you met who play favorites? And how many employees do you think pick up on that and start to feel resentment? Employees right now are working out of fear. Managers are terrified to make any promises to employees because companies are still feeling a sense of uncertainty.

It is not realistic for HR to be the driving force behind this. HR can't make managers and CEOs change their behavior toward employees and give them quality work, appropriate feedback and build a quality relationship. HR can provide the tools, the know-how, guidance, examples and instruction but the ACTION has to come from the managers and senior leadership.

I'd like to submit another reason for leaving being "motivation" and "mis-alignment of company goals and personal goals". In Daniel Pink's book DRIVE,he points out that corporations are missing the boat in terms of how to motivate people. Financial incentives used as a carrot to motivate people has been found to create the opposite effect on people. The reason being, it undermines a universal human need. Self Determination Theory (Deci, 1974, Intrinsic Motivation) argues that we have three innate psychological needs - competence, autonomy and relatedness. Corporations, I believe, are sometimes reluctant to grant this to employees for fear of losing control. I also believe that there is a bad epidemic spreading through corporations that sooner or later is going to have to be reconned with. We are on the cusp of some new policy/contract between employees and corporations. I don't know what it will look like, but its coming!

Business leadership's bad ethics.

Number one reason employees leave job is the actions of their managers.

As the old saying goes employees join companies they leave managers.

PERSONALLY.....I love a good challenge! The only reason I've ever left a work place was for better pay. I'm always looking for the bigger better deal! The more experience I get and the more knowledge I get the more opportunities that open up for me! So I say America is getting lazy, be more ambitious! I SEE on a regular basis people coming and going at my job all complaining about the boss being mean or the job is lame...etc. The bottom line is, DO YOUR JOB and DO IT WELL! As long as your doing those two things the boss would have no reason to make you angry and the "Lameness" goes away due to you being to busy to be bored. Work ethic seems to be lacking these days, I have to pay bills so no matter the situation, I'll be here at work striving for greatness getting promoted while the complainers are unemployed and searching for entry level jobs.

As for what companies can do about it...Make sure your keeping you're "Cream of the Crop" happy! If they are making your company money then treat them respectfully! Most importantly, weed out the negative Nancy's who are complaining everyday, they will bring down the entire office atmosphere, which in turn will make every one else around them just as negative.

Its all about POSITIVE ENERGY!

I think it's a combination of things. Sometimes we go through a bad period and think the grass is greener - sometimes there is no challenge left and no where to go within the company (particularly in smaller/medium sized companies) - sometimes it's a bad boss and sometimes it all of the above. I was with one employer for almost 20 years and I would say that was because I was challenged and given authority to make some of my own decisions - it was quite rewarding - but then I plateaued and that was it - I had to move on. I have had a couple of awful bosses too but for the most part I've been quite fortunate. It's very individual and as Charlie stated; human nature. I have heard of surveys that indicate people leave their 'boss' rather than their companies - I will see if I can find a couple in particular and post them if I run across them. It's a great question because I don't think there is one answer.

Employees often do not feel appreciated by their bosses

most of us are in creative jobs, although our boss doesn't see it that way. we are asked to come up with creative solutions - yet we are so burdened with unproductive work and tasks that we can't get the creative work done. and then, at the end of the day, we are held accountable for not performing.

that's why people want to leave...

In my experience employees leave their jobs for many different reasons, but being able to change jobs depends on supply and demand. Entry level employees, many of whom perform routine jobs for low pay, are sometimes looking for more interesting jobs, but more often for better pay and benefits. Supervisors and line managers, many of whom have assumed greater responsibility with no increase in pay and have become demoralized, think there must be a better job out there somewhere where the employer will recognize their knowledge, abilities and dedication with better compensation and/or work hours. Middle and senior level managers also leave for same reasons as line managers, but new challenges and career advancement also play roles in their decision to leave.

But the elephant in the room is the bad boss. When voluntary turnover rates are at the top of or beyond that of your industry, and/or productivity slides, it is time to take a closer look at leadership. And here lies the problem. Surveys generally don't elicit this information because employees subjected to working for bad bosses do not trust the anonymity of surveys. Exit interviews within the organization also do not elicit management related issues because employees are afraid of poor employment references. While transparency may be promoted by C level managers, the majority of employees do not trust the process and fear repercussions. Perhaps an option would be for outside consultants experienced in this area, and hired by and responsible only to C level managers, to spend a month on site. In this situation the managers and employees should be told that the consultant has been hired to conduct a study on another unrelated matter. Once the employees become more comfortable with the consultant they are more likely to talk about problems with their boss.

Too often, Employers see only the Expense Side of Human Resources; and, they overlook the Asset Side--and also fails to recognize him as the individual. In the Book 'Looking Out for Number One' Robert Ringer said it is just like a Beautiful New Bride when the Honeymoon is over. All she sees are the dirty clothes and mess her Husband leaves behind when he goes out to make her a nice Living; and, she never lets him forget what a useless slob he really is. Then she sits and wonders "why he left her for a girl much less pretty", but who treats him with respect and admiration. This behavior also comes from employers who believe that workers are far below the "Upper Management" and really deserve no better treatment since they are just a constant drain to his budget.

Not commenting what's been told above.
In my experience as a recruiter I would say that most companies nowadays pay their employees according to the employment market. There are sometimes some suicidal bosses who don't but it's unusual.
The main reasons I encountered for people to leave their companies is certainly the lack of perspectives or, on the other side an acceleration somewhere else in their promotion process. If doing so they may earn a bit more, that's OK but it isn't anymore part of their motivations.

Well in my opinion I think that most employees leaver their job for the following reasons

1. Issues with boss - this is quite common with office jobs, normal workers complaining about how their boss are such arses and such, the boss then giving them a negative out put as well which results into no positive input for the company/work area

2.Issues with work mates - this is an issue because they are the people who are around you and who you work with,

3. Found a better job- they found a better job that pays more and requires you to work less. Honestly who can't refuse that offer?

4. Danger issues- this could be an issue because if the job area is in the slums or the "ghetto" it could be quite dangerous for those who have evening shifts.

I am currently looking for a new position. Why? I can tell you honestly that I don't have a horrible boss. As a matter of fact, my supervisor is very supportive of my efforts to find employment in another department. In my case, job fit is a good starting point. Sometimes, what seems like an opportunity becomes less of one when a position is accepted. Another reason for seeking out new employment? Rigid workplaces that do not allow their employees to work from home. Mostly everyone in my position, in different departments works remote. In this age of technology and soaring gas prices, working off site should be more common.

Surprisingly, as I scrolled down the page and read the responses, I do not see many
responses from our HR Professionals. What happen?
This is your area of specialization human resource people and the playing field is
yours, so let us hear from you. We want to know.

Thanks!

Tons of great answers so far, but the only one I don't think I've seen is:

-- Perception of financial instability or weakness of the employer

This is a valid one as well...

In writing my book The 7 Hidden Reasons Employees Leave (AMACOM, 2005), I analyzed 19,700 exit surveys from employees in 17 different industries completed by third-party Saratoga Institute. The reasons, hidden only by the fact that most managers believe pay is the main reason, were:
1. Not Feeling Valued (includes pay, recognition, not feeling listened to, lack of resources, etc)
2. Lack of Learning and Professional Growth Opportunities
3. Poor Job Fit/Not Challenged
4. Lack of Coaching and Feedback on Performance
5. Loss of Trust and Confidence in Senior Leaders
6. Stress/Burnout and Work-Life Imbalance
7. Unrealistic Expectations about the Job or Workplace Upon Starting the Job

Obviously, individuals differ as to which is most important, so it is up to the manager to know which need is paramount for each direct report, as well as for him/herself. I am currently updating my research for the next edition of the book and welcome visitors to my website--www.keepingthepeople.com--to take our Decision to Leave survey based on a job that you left in the past (click on Resources, then Surveys).

Kimberly is right, as long as they are employed they will not tell the whole truth. It is after they have decided to leave, that through the use of a 3rd party conducting a well designed exit interview, the workplace reality comes to light. I also suggest you guard against generalizing why people leave a company. Each employee has their own reason. In the research we have conducted, the themes are in 6 dimensions:
Leadership & Culture, Work Relationships, Work Satisfaction, Employee Well Being, Personal Growth, and the Employee Value Proposition. For anyone interested, I am happy to share our benchmark study "Revealing Workplace Reality", How to Retain, Develop, and Attract Talent" Send me your email address: BDLowenthal@LionValleyPartners.com and I will gladly share the study.
Brian

Bad management is the reason people leave their jobs, pure and simple. The combination of poor ethical business oversight and a poor economy has a devastating impact on employee morale.

Too many bosses micromanage vs. manage by results. Employees don't get any job satisfaction becuase they don't really know how they will be evaluated, and the results of their efforts are not clear.

As Global Head HCM and been in this HR field for 35 years, across the globe i always find it hard to figure out as to why someone leaves the company which they chose to join when every management tries to do their best intentionally.
However i am of the opinion that there is push power and pull power.
If the push power is great, however one might try the person will leave.
The question is how to manage the push.
IT is in the hands of every manager.his style his value add, his mentoring his heart to recognize and reward that will make it or break it despite management efforts to do everything to retain

Restlessness, the innate human desire to climb toward something better, and the "grass is always greener syndrome."

Number one reason people live their jobs; their boss doesn't listen to them. Number two; their boss doesn't trust them. Rarely is it ever monetary in nature. Bosses just need to be better bosses.

I agree with Michael Janas above.

I also add from a business point of view:

1. Because the economy has been so bad the usual 5% turn over a company hasn't happened a few years. That mostly makes up for 20% who for the last 4 years would have left already. So the 60% ready to change jobs is a little miss leading.

2. Those people who are great at their jobs usually can get a new job in any economy. The other people who are waiting / going to leave when the economy gets better might be a good thing for that company. When all the "average" employees are gone, they can look for great employees.

Not sure about all of the employees but the good ones - the cream of the crop - need to be challenged!

Craig Bissett - CEO - www.hiringsimulation.com