There are many reasons employees elect to remain at a given job: good salary and benefits, a strong sense of mission or duty, convenience, and so on. There are also many reasons that employees decide to leave a job – and one very common reason is management.
A new survey conducted by Randstad US shows that a positive personal relationship could be a primary key for employee happiness. The study highlighted the point that more than half of employees surveyed, 58 percent, said they would remain with a company, even if it offered lower salary options, if that ”meant working for a great boss.” The response also pointed out that 60 percent of respondents indicated they have left or would leave a job over a bad boss.
Relationships and respect. Those are two key words that employees value, according to the survey. If the relationship between employee and employer is poor, that can cause workers to consider leaving a company. According to the survey, more than half of employees questioned, 59 percent, believe their companies view profits or revenues as more important than how people are treated. Additionally, 53 percent of surveyed employees have left a job, or are considering leaving a job, because they believe their employers don’t recruit or retain high-performing individuals, according to the survey.
Jim Link, chief human resources officer for Randstad North America, said in a statement that day-to-day experiences at work have risen in importance for today’s employees.
In addition to a bad boss, the survey pointed out other reasons that employees are willing to walk away from a job. Most of these are practical or tangible benefits that affect work-life balance. Some of the reasons listed are expected, such as finances, with 82 percent of those surveyed saying they expected annual pay raises. More than half, 63 percent, said they would not consider a job that offered fewer than 15 paid vacation days. Sixty-four percent said they would consider leaving their job for an opportunity in a better location and more than one-third, 36 percent, said they would leave a job because of a lack of ability to work remotely. One finding was particularly interesting. Nearly half of those surveyed, 46 percent, indicated interest in joining the gig economy over a permanent full-time position.
Other key reasons employees consider leaving jobs, according to the survey, are:
- A lack of growth opportunities. The survey showed 58 percent of employees said there aren’t enough of those opportunities to consider staying with a company long-term.
- Poor execution of worker skills. 69 percent of employees expressed dissatisfaction with this metric.
- More than half (57 percent) say they need to leave their current companies in order to take their careers to the next level.
- Toxic work environments are also a problem for 38 percent of surveyed employees.
- More than half, 58 percent, have left jobs due to negative officer politics.
While the bulk of the survey dealt with reasons why employees would leave a job, there was also some good news. The survey explored several reasons why employees remain at jobs, although the survey pointed out that it’s not necessarily because they love their jobs. Moneywas a key reason, particularly since more than half, 54 percent, said they are the primary financial providers for their families. Benefits packages were also important, with 78 percent saying their packages were just as important as salaries. Another key seems to be comfort. Seventy-one percent of surveyed employees admitted they stayed in their current jobs because it’s easier than starting something new.
With these points in mind, Link said employers should pay attention to the needs and concerns of employees.
“While salary and PTO will always be factors in attraction, engagement and retention, the intangible benefits and day-to-day experiences at work have risen in importance. If the full spectrum of values — emotional, financial and lifestyle — aren’t being met, workers will easily find opportunities elsewhere,” Link said.
A Product Manager with expertise in pharma marketing and sales operations