The Career Change Conundrum: Why Employees Stay or Go

This time of year, often prompts people to think about their careers – considering whether their current roles align with their goals and aspirations. This “new year, new start” mindset often prompts employees to explore new job opportunities or recommit to their current positions. Understanding the factors that drive these decisions is critical for organisations seeking to retain top talent and encourage engagement. We explore some of the key reasons why employees choose to stay or leave and how engagement plays a pivotal role in these career crossroads.

Why Employees Stay

1. A Sense of Purpose
   When employees see a clear connection between their work and their personal values, they’re more likely to stay committed and engaged. According to research by McKinsey & Company, 70% of employees say their sense of purpose is shaped significantly by their job. Organisations that clearly define their mission and showcase their impact can encourage deeper loyalty and motivation among their teams.
2. Growth Opportunities
   Clear pathways for professional development play a key role in retaining employees. A LinkedIn survey revealed that: “In a time when 90% of organisations are concerned about employee retention providing learning opportunities is the number one-way organisations are working to improve retention.” Training programmes, mentorship initiatives, and opportunities for internal mobility are essential components of this approach.
3. Positive Workplace Culture
   An inclusive and supportive workplace culture cultivates a sense of belonging, which has a profound impact on employee engagement. Research from Westfield Health reveals that 64% of employees would consider leaving their job if the organisational culture didn’t suit them. Furthermore, 86% believe a positive culture enhances productivity, and 85% see a strong connection between workplace culture and well-being.

Why Employees Go

1. Lack of Engagement
   Disengagement is a key driver behind employees seeking new opportunities. When individuals feel undervalued, unsupported, or out of sync with their organisation’s goals, they’re more likely to consider moving on. The 2024 State of the Global Workplace report by Gallup found that just 23% of employees worldwide are engaged in their work.
2. Career Stagnation
   Employees often leave when they perceive a lack of career progression. According to the Work Institute, career development was the most cited reason for leaving in 2023 and has been the most cited reason for leaving by employees every year since they began tracking in 2010.
3. Misaligned Values
   Employees are placing greater importance on working for organisations whose values align with their own. A 2022 global survey by Deloitte found that 64% of workers are more likely to be drawn to, and stay with, companies that prioritise creating value not only for shareholders but also for employees and wider society.

The Role of Engagement Surveys in Career Change Decisions

Engagement surveys can provide valuable insights into employee satisfaction, aspirations, and concerns. By regularly assessing engagement levels, organisations can identify potential challenges and address underlying issues. For instance, if a survey reveals widespread dissatisfaction with career development opportunities, targeted interventions such as training programmes or job shadowing initiatives can be introduced.

How Organisations Can Respond

To strike a balance between retaining employees and supporting those ready for a career change, organisations should:

• Invest in Development: Provide learning opportunities and clearly defined career paths.
• Encourage Open Communication: Create an environment where employees feel safe discussing their career aspirations without fear of reprisal.
• Regularly Assess Engagement: Use surveys to monitor employee sentiment and respond proactively to trends.
• Align Values and Vision: Ensure that the company’s mission resonates with employees and is authentically demonstrated in daily operations.

Conclusion

The career change conundrum is a multifaceted challenge, influenced by personal aspirations, workplace dynamics, and engagement levels. Organisations that prioritise understanding and addressing the factors behind these decisions will be better equipped to retain talent and maintain a thriving workforce. By using tools like engagement surveys and encouraging a culture of growth and purpose, companies can position themselves as destinations for career fulfilment, not just stepping stones.

If you’re looking to understand your workforce better and address the key factors influencing employee retention and engagement, we can help. Get in touch to learn how our engagement surveys and support services can provide the insights and strategies you need to create a thriving workplace.