Have you ever found yourself just going through the motions at work? You’re not alone.
The employees of today are constantly on the hunt for growth opportunities, and when the potential to move up the ladder is inaccessible or doesn’t exist in the first place, they’re quitting more than previous generations. An increase in employee turnover can be alarming to any company, but behind a great employee leaving, there are solid reasons as to why they chose to do so.
Every year, more and more people all across the US are leaving their jobs. Gallup reports that 53% of workers are not engaged while at work. This number is alarming and seeing any employee leave a company can throw the team off. But the two main reasons for resignation make total sense.
Why do employees quit?
The most common reason employees quit their job is because of the lack of growth opportunities at work and lack of recognition when they exceed expectations.
In this article, we’ll take a look at 60 eye-opening statistics on why people are quitting their jobs more often and hopefully inspire employers to improve employee experience across the company.
There can be a variety of factors that contribute to an employee’s decision to quit their job. From the lack of career growth to the office culture, these statistics will give you insight into how employees across the US feel about their jobs.
Employee turnover statistics
30% of job seekers have left a job within 90 days of starting. (Jobvite)
50% of employees voluntarily leave in the first two years of employment. (Manila Recruitment)
50% of employees feel like they have a career while the remaining 50% feel like they have just a job. (CareerBuilder)
62% of workers in the US are engaged at work, compared to 48% in the UK, 56% in Australia, and Hong Kong – the lowest-scoring country with just 42%. (Qualtrics)
Companies with engaged employees pull in 2.5x more revenues compared to competitors with low engagement levels. (Hay Group)
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Employees who rate their supervisor’s performance poorly are 4x as likely to be job hunting. (TINYpulse)
9 in 10 HR leaders agree that ongoing feedback and check-ins have a positive impact on their organizations. (Workhuman)
Only 40% of the workforce reports knowing their company’s goals, strategies, and tactics. (Bain)
Those whose managers consistently help them manage their workload are 8x more likely to stay at their company. (Qualtrics)
75% of employees who voluntarily leave jobs quit their bosses, not their jobs. (Roger Herman)
Fifty-three percent had left jobs, or considered leaving because they believed their employers didn't recruit or retain high-performing individuals. (Randstad)
The impact of employee success
It was found that employees who feel they are progressing in their careers are 20% more likely to stay at their companies in one year’s time. (TINYpulse)
22% of workers who don't feel recognized when they do great work have interviewed for a job in the last three months compared to just 12.4% who do feel recognized. (TINYpulse)
69% said they would be more satisfied if their employers better utilized their skills and abilities. (Randstad)
Organizations with ethnically and gender-diverse staff are 21% to 31% more likely to have financial returns above industry medians. (McKinsey)
Workers who say their company provides equal opportunities are almost four times more likely to be proud to work for the company. (Salesforce)
Other employee turnover statistics
It takes up to two years for a new hire to match the productivity of a tenured employee. (Manila Recruitment)
90% of employees are more productive with gamification, with 72% of them reporting it inspiring them to work harder. (Medium)
78% of HR leaders are more concerned about the talent shortage today than they were a year ago. (Spherion)
62% of employees in managerial positions report high job satisfaction levels. (Pew Research Center)
A great onboarding experience can lock down 69% of employees for at least three years. (O.C. Tanner)
You can go your own way….. (go your own way)
Although the reality of an employee deciding to leave a company is a very sad one, it doesn’t mean the company can’t learn from the experience. To start, loop your human resources team in and work to build a collaborative culture across all teams to encourage employees to work together. Boosting employee engagement is a sure-fire way to create an inclusive and welcoming company culture.
This part is for all the employers or managers out there. No matter what, everyone has the ability to make the call when it’s time to leave. The best thing you can do is to listen to your team and create the best environment possible for them. Take these statistics and use them as you plan for the future.
Alexa is a content writer at Showpad and a former content associate at G2. Born and raised in Chicago, she went to Columbia College Chicago and entered the world of all things event marketing and social media. In her free time, she likes being outside with her dog, creating playlists, and dabbling in Illustrator. (she/her/hers)