Top 10 Reasons Employees Leave Jobs (And Fixes)

The top 10 reasons employees leave jobs include the job itself, lack of flexibility, poor culture, low pay, insufficient appreciation, weak management, low belonging, limited career growth, lack of feedback, and lack of challenge.

Employee turnover is complex, and reasons for leaving a job depend on numerous factors. This year has been particularly dramatic in the corporate world with the Great Resignation, the aftermath of the pandemic, and other factors impacting the economy and workplace. As studies continue to explore why people leave jobs, the top reasons shift depending on country, industry, and circumstances.

When compiling this list of the top 10 reasons employees leave jobs, we gathered insights from various research sources to highlight main trends rather than rank them in a definite order.

What Does the Research Say?

There's ample research into employee turnover because, if we knew the exact reason people leave, solving the problem would be straightforward. However, key drivers of disengagement shift from year to year, so we rely on multiple studies rather than one single source.

For example, a study of 4000 employees across the US, UK, China, and France was carried out during the pandemic. At that time, hybrid work was still a new concept and COVID may have influenced responses. In the UK, 77% of employees wanted interesting work, 71% wanted growth opportunities, and 76% wanted to work from home most of the week.

A different survey by Pew examined why workers left jobs in 2021, finding low pay, lack of career opportunities, and feeling disrespected as the main reasons.

Why Are People Leaving Their Jobs?

Is the grass always greener in a new job? Perhaps not, but that won't necessarily stop employees from leaving. Here, in no particular order, are the top 10 reasons employees leave jobs across the career lifecycle.

1. The Job Itself

If someone doesn't feel they're in the right career, industry, or role, there may be little you can do to retain them. During onboarding, be honest about the role, its day-to-day tasks, and career development potential. Total transparency during recruitment prevents candidates from applying for a job that doesn't match reality.

It's also essential during candidate selection to match individual skills with the job to create a long-term, effective fit.

2. Not Enough Flexibility

The pandemic gave many employees a taste of flexible working. While some organisations continue offering it, others may revert to old practices.

Many workers want to balance home and work life and may resist staying somewhere that doesn't support this. Managers must speak with each person to understand their needs and what's feasible regarding flexible working.

A study found that almost 50% of respondents left a job due to childcare issues. As childcare remains expensive, flexibility can be the difference between retaining and losing talent.

3. Work Culture

Get your company culture right, and it may help retain your people. If culture is negative, unsupportive, or disrespectful, employees may feel unhappy and unable to thrive. You cannot underestimate the importance of good company culture and how much it affects how connected people feel to their employer.

Open communication is key. Employees need multiple channels to share feedback, whether through team building activities, company-wide updates, or regular employee engagement surveys. When you gather feedback on culture, you must act on it.

Above all, listen to your people, pay attention to what they're saying (or not saying), lead by example, and encourage some fun.

4. Pay and Benefits

In a study from the Pew Research Center, 63% of respondents cited low pay as a key reason for leaving a job in 2021. It's no surprise people want higher pay.

People want to be paid fairly according to their worth. If they discover someone in the same job earns more, it won't motivate them to stay. Pay transparency and market-rate compensation are essential.

5. Lack of Appreciation

Employees who work hard expect appreciation in return. It's disheartening to work hard and feel overlooked. Job satisfaction depends on many factors, but recognition significantly boosts motivation.

Appreciation can be verbal but also delivered through reward and recognition schemes, where individuals can be nominated for awards or receive spot payments, incentives, or bonuses.

6. Inadequate Management

There's an expression that people don't leave jobs, they leave managers. Poor leadership is often a reason for turnover. While you can't guarantee every manager-employee relationship will work perfectly, managers who listen, give and receive regular feedback, communicate openly, and treat people fairly build stronger, longer-lasting relationships.

Managers face different challenges than their team members but must still ensure effective communication and respect for everyone, regardless of their position.

7. A Sense of Belonging

You can create all the policies you like, but if inclusion and belonging aren't practised, retention will suffer.

One study showed employees with a strong sense of belonging had a 50% lower turnover risk than those with low belonging, plus a 56% increase in performance.

8. Lack of Career Advancement

Regardless of job or experience level, many employees expect development opportunities. Even if development isn't immediately available, employers should discuss growth plans so employees gain confidence in their future at the company.

In the Pew study, lack of advancement opportunities tied with pay (63%) as the top reason for leaving. Advancement doesn't always mean promotion—it can involve more responsibility, new skills, coaching, mentoring, or managing people.

9. Feedback is Lacking

Regular feedback is essential for retention. By building a culture of feedback, where managers give feedback, peer feedback is routine, and 360-degree feedback is standard, employees feel they can give and receive regular feedback.

Feedback is a two-way process, and organisations should create multiple opportunities to exchange it.

10. Lack of Challenge

If someone is in the wrong job, no amount of task variation will make them feel appropriately challenged. In these cases, turnover may be the best outcome for everyone.

For someone in the right job, a feedback culture helps managers understand what each person needs or wants. For example, an employee eager to lead a project may never get the chance if they don't voice it and their manager doesn't ask.

Turnover costs money, and recruiting and training new hires takes time. While focusing on profits and results, don't neglect your people. Talk to them, give feedback, ask for their opinions, and treat them well. Build a culture of trust, purpose, respect, and care—and create a workplace they want to stay in.

Frequently Asked Questions

What are the top 10 reasons employees leave jobs?

The main reasons include the job itself, lack of flexibility, poor work culture, low pay and benefits, lack of appreciation, inadequate management, no sense of belonging, limited career advancement, lack of feedback, and lack of challenge.

What is the single biggest reason employees quit?

Research varies, but low pay, lack of advancement opportunities, and feeling disrespected consistently rank as top drivers of resignation.

How does company culture affect employee turnover?

A negative or unsupportive culture makes employees feel disconnected and unhappy, increasing the likelihood they will leave. Open communication and acting on feedback help retain staff.

Can flexible working reduce employee turnover?

Yes. Employees who lack flexibility, especially around childcare and work-life balance, are more likely to leave. Offering flexible arrangements can significantly improve retention.

Why is feedback important for employee retention?

Regular two-way feedback helps employees feel heard, understand growth opportunities, and stay engaged, which reduces the risk of them leaving for another job.