Employee turnover is a challenge that nearly every company faces, and it’s often driven by reasons that go beyond salary. From ineffective management to limited growth opportunities, there are many factors that influence why people decide to move on from their roles. Understanding these reasons can help companies create a work environment where employees feel valued, motivated, and eager to stay. Here are some of the top reasons people leave their jobs, according to industry insights.
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Why Understanding Employee Turnover Matters
Employee turnover isn’t just a buzzword in HR; it’s a costly and often disruptive issue that impacts companies financially and culturally. Studies show that the cost of replacing an employee can range from 50% to 200% of their annual salary, depending on the role and level. For example, the Work Institute reported that employers spend around $15,000 per worker in turnover costs, covering recruitment, onboarding, and lost productivity. Clearly, retaining employees isn’t just preferable—it’s essential for stability and growth.
Turnover can also affect team morale and productivity. When one person leaves, it creates a ripple effect, often burdening other team members and lowering morale, which can even prompt more exits. According to Gallup, 52% of employees who voluntarily leave say their manager or organization could have done something to prevent their departure. This highlights the importance of proactive measures to understand and address the underlying factors behind employee turnover.
Why Employees Leave: Breaking Down the Trends
Understanding why employees leave can help companies make targeted improvements in their culture, management practices, and career development opportunities. Data from LinkedIn’s 2020 Workforce Learning Report revealed that 94% of employees would stay longer if their company invested in their career growth. Without these opportunities, employees may feel stagnant, undervalued, or simply out of alignment with their long-term career goals.
The Bureau of Labor Statistics adds that the average employee tenure is now just over four years and continues to decline, especially among younger generations like Millennials and Gen Z. Many of these younger workers now stay only one to two years in a role, placing high importance on learning opportunities, flexibility, and work-life balance.
The Role of Workplace Culture and Leadership
Workplace culture and leadership quality are also critical to employee retention. Research by the Society for Human Resource Management (SHRM) found that 60% of employees value “respectful treatment of all employees” as a key factor in job satisfaction. Conversely, employees who feel undervalued, disconnected from their company’s culture, or unsupported by leadership are far more likely to leave.
In fact, studies reveal that 75% of employees who leave do so due to issues with their direct managers. Micromanagement, lack of trust, or minimal support can prompt workers to seek workplaces where they feel more respected and encouraged.
With this context in mind, let’s dive into specific reasons why employees leave their jobs:
Feeling Physically Overworked and Unappreciated
Employees in physically demanding roles, such as cleaning or manual labor, often leave because of excessive workloads without adequate recognition or breaks. Constant physical strain, combined with a lack of acknowledgment, can lead to burnout. Workers in these roles may seek out less physically taxing positions or environments where their efforts are better recognized and valued.
Expert Insights 💡
"One not-so-famous but very common reason people leave their jobs, especially in industries like cleaning, is the feeling of being physically overworked without proper recognition or breaks. From personal experience and conversations with a few colleagues, long hours of physically demanding tasks, like deep-cleaning or moving heavy equipment, often lead to fatigue and burnout.
Despite working hard, employees may feel their efforts are not acknowledged, either through proper compensation or simple appreciation. This constant strain, paired with the lack of rest or acknowledgment, makes people feel undervalued and unappreciated, prompting them to seek less taxing or more rewarding work environments. It's not just about the physical effort, but the emotional toll of feeling unnoticed, which leads many to move on to other roles."
Galia Ivanova, CEO/Founder, Cleaning Estimate
Unrealized Potential and Lack of Challenge
A common reason for job dissatisfaction is when employees feel that their potential is not being fully utilized. For those who are driven to learn, grow, and take on challenges, being stuck in a role that doesn’t allow for skill expansion or personal development can be demotivating. Many people leave in search of roles that allow them to leverage their strengths and feel accomplished in their work.
Expert Insights 💡
"One of the main reasons I left my last job was that I felt my potential wasn't fully realized.
I've always been entrepreneurial, driven by a desire to learn, grow, and improve everything I do. While I was eager to dive deeper into the digital-marketing world, my role was limited to building websites, which left me feeling unchallenged and unfulfilled.
Ultimately, I decided to quit and start my own agency, where I could explore unlimited possibilities, experiment with new ideas, and continually learn.
This move gave me the freedom to fully tap into my creativity and drive, something I wasn't able to achieve in my previous role."
Nirmal Gyanwali, Founder and CEO, WP Creative
Toxic Management and Workplace Issues
Toxic management is a significant factor in why employees choose to leave. Whether it’s a lack of support, poor communication, or even workplace bullying, a toxic environment erodes morale and motivation. Employees are more likely to stay in workplaces where they feel supported and valued, rather than dealing with unhelpful or harmful management practices.
Expert Insights 💡
"I would say that employees don't always leave for more money. Sometimes it's about toxic management, unsupportive management, or perhaps bullying from colleagues or management, poor performance reviews despite above-and-beyond performance...and sometimes, even when everything seems to be fine, the best ones get headhunted by companies that deliver on their promises. People leave because something inside them fades, and staying feels like giving up on themselves. At the end of the day, everyone has their own goals, and eventually, they move forward."
David Rubie-Todd, Co-Founder & Marketing Head, Sticker It
Lack of Fulfillment and Purpose
A sense of purpose is crucial for long-term job satisfaction. Even well-paying jobs can feel unfulfilling if employees don’t see a meaningful connection between their work and the company's bigger goals. When a job lacks personal fulfillment or alignment with one’s values, employees often look for positions where they feel they can make a real impact.
Expert Insights 💡
"In my experience as a coach, one of the most common reasons people leave their jobs is due to a lack of fulfillment. Without a sense of greater purpose, even a well-paying or stable job can feel empty, making it harder for people to stay engaged and motivated. When their work feels misaligned with their values and disconnected from the company’s big picture, they will often start looking for roles where they can actually make a real difference."
Bayu Prihandito, Psychology Consultant, Life Coach, Founder, Life Architekture
Lack of Career Advancement Opportunities
Employees want to know that their careers can progress within their company. When there is no clear path for advancement, they can feel stagnant and may start looking for roles elsewhere that offer growth opportunities. Companies that provide defined career pathways and development programs are more likely to retain talent, as employees feel invested in and motivated to grow.
Expert Insights 💡
"As the founder, I've observed several common reasons why employees choose to leave their jobs. One significant factor is the lack of career-advancement opportunities.
Early on, we lost a talented team member who felt stagnant in their role and sought growth elsewhere. This experience prompted us to create clear career paths and professional-development programs, ensuring our employees see a future within the company.
Another key reason is inadequate work-life balance; many employees leave when they feel overwhelmed or unable to manage their personal and professional commitments.
To address this, we implemented flexible work arrangements that allow our team to prioritize their well-being. Ultimately, fostering an environment that values growth and balance has proven essential in retaining talent and building a dedicated workforce."
Aseem Jha, Founder, Legal Consulting Pro
Lack of Growth and Development
A lack of growth and development opportunities can lead to frustration, even among the most dedicated employees. When there are no chances to learn new skills or take on new challenges, workers may feel they are missing out on professional enrichment. Providing opportunities for continuous learning and skill enhancement can help retain employees who want to develop alongside the company.
Expert Insights 💡
"In my experience, one of the top reasons people leave their jobs is a lack of growth and development opportunities. When employees feel stagnant or that their potential is not being recognized, frustration can build. Even the most dedicated individuals need to see a clear path for advancement and professional enrichment.
Whether it’s through skills training, new challenges, or mentorship, fostering a culture that promotes continuous learning is essential. At our company, we’ve always emphasized creating an environment where people feel like they are growing alongside the business, and it’s made a significant impact on retention.
Another major factor is feeling undervalued or disconnected from the company’s mission. Employees want to know their work matters, not just in terms of their paycheck but in the broader scope of the company’s goals. It’s easy for teams to feel like cogs in a machine if leadership isn’t transparent and communicative.
Open dialogue, meaningful feedback, and recognizing individual contributions can create a more engaged and motivated workforce. We’ve found that employees who are aligned with our vision and feel a genuine connection to the work we do stay with us longer, not just because of the projects, but because they believe in the company’s direction and purpose."
Shehar Yar, CEO, Software House
Dislike for Job or Workplace
A strong dislike for the job itself or the workplace environment is often a major driver behind turnover. This could stem from monotonous tasks, an unpleasant work setting, or a lack of alignment with the company’s values. When employees don’t feel a connection to the job or company, they’re likely to seek out work that feels more aligned with their personal and professional goals.
Expert Insights 💡
"New research shows that people quit their jobs for two main reasons: they don't like the job, or they don't like the company or workplace.
Here are some common reasons why people leave their jobs:
No chances to move up or learn new things: Workers want jobs where they can grow and get better at what they do. If they feel stuck doing the same old stuff, they might start looking for a new job.
Pay and perks that don't cut it: Getting paid enough and having good benefits matter a lot to keep people happy at work. If workers think they're not making enough money or their benefits are weak, they might start job hunting.
Work takes over life: Too many hours, too much to do, and no wiggle room can burn people out and make them hate their job. People who want time for life outside work might quit if they can't get it.
Employees feeling unhappy with the company or workplace can lead to more quitting. Things like a toxic work environment, bad management, and not enough support from the company can make workers feel like they're not appreciated and lose their drive to work."
Shambhu Kadel, Founder, KBA Global
Lack of Growth and Poor Management
The combination of limited growth opportunities and ineffective management is a recipe for turnover. Employees want to feel they’re progressing, and when they don’t see a clear path for advancement or feel unsupported by their leadership, they are likely to consider other options. Strong management that provides mentorship and feedback can play a critical role in employee retention.
Expert Insights 💡
"The top reasons people leave their jobs often revolve around a lack of growth opportunities, poor management, and an imbalance between work and life. Employees want to feel like they're progressing in their careers, and if they don't see a clear path for advancement, they're likely to look elsewhere. This lack of professional-development opportunities is a major reason for turnover, especially among ambitious individuals who are looking to continually grow.
Another significant reason is poor leadership or a negative company culture. Employees who don't feel supported, respected, or appreciated by their management often disengage and eventually leave. Toxic work environments, lack of feedback, and poor communication contribute to this. People want to work in a place where they feel valued and heard, and when that's missing, it drives them to look for new opportunities.
Finally, burnout and lack of work-life balance are huge factors in today's job market. Especially post-pandemic, employees prioritize their personal lives more than ever. Long hours, high stress, and little flexibility drive employees to quit, seeking environments where their well-being is a priority. Companies that don't recognize this shift will continue to see higher turnover rates."
Azam Mohamed Nisamdeen, Founder, Convert Chat
Bad Managers Cause Employees to Leave
It’s often said that people leave managers, not jobs. A bad manager can be one of the biggest reasons someone decides to move on. Employees need managers who provide trust, support, and effective communication. When a manager lacks these qualities, employees feel unappreciated and insecure, leading them to seek out leadership that empowers them.
Expert Insights 💡
"It's often said that “people leave managers, not jobs,” and there's a lot of truth to that statement. While company culture and other factors play a role, a bad manager can be the single biggest reason someone decides to walk away. Here's why:
Lack of trust and support: A good manager fosters a sense of trust and provides support for their team members. When a manager is micromanaging, dismissive of ideas, or quick to blame, it erodes trust and creates a sense of insecurity. Employees who don't feel trusted or supported are more likely to seek out a manager who will champion their growth and success.
Poor communication and feedback: Effective communication is essential for any healthy working relationship. When a manager communicates poorly, provides unclear expectations, or fails to give constructive feedback, it leaves employees feeling lost and undervalued. People want to understand how their work contributes to the bigger picture and receive guidance that helps them improve.
Lack of recognition and appreciation: Everyone wants to feel valued for their contributions. A good manager recognizes and appreciates their team's efforts, both big and small. When a manager consistently fails to acknowledge achievements or show gratitude, it can lead to feelings of resentment and a desire to find a workplace where contributions are celebrated.
Unfair treatment and favoritism: A sense of fairness and equity is crucial in any workplace. When a manager plays favorites, displays biases, or treats employees unfairly, it creates a toxic environment where people feel demoralized and disrespected. This kind of treatment quickly pushes valuable employees to seek a more equitable and inclusive workplace.
Ultimately, a good manager can make a huge difference in an employee's experience. They inspire, motivate, and create a positive and productive environment. Conversely, a bad manager can make even the most appealing job unbearable, leading talented individuals to seek out leadership that values and empowers them."
JJ Maxwell, CEO, Double Finance
Dislike for Company Culture or Bosses
Company culture is a significant factor in employee satisfaction. A negative or unsupportive culture can drive employees away, especially if they feel their contributions aren’t valued or if they don’t align with the company's values. Many people seek out workplaces where they feel they have a voice, opportunities to grow, and a supportive environment.
Expert Insights 💡
"People leave their jobs mostly because they don't like the company culture or their bosses, they are offered higher pay packages somewhere, don't see any professional growth opportunities, and they struggle to manage their work-life balance.
Presently, people want to work in a company where they are offered a work-life balance, have proper learning resources, and a culture where their ideas and suggestions are heard and appreciated. A poor work culture demoralizes employees to stay in the existing environment where they lack mentorship and have fewer opportunities for professional growth.
Unequal wages and favoritism are also the leading reasons people leave their jobs. Bosses who discriminate against their employees based on prejudices fail to retain top talents. If businesses want to keep their employees, they should create a healthy work culture, an open communication environment, lucrative learning and earning opportunities, and offer flexible working hours."
Sovic Chakrabarti, Director, Icy Tales
Lack of Career Growth and Poor Management
A lack of career growth, combined with poor management, is a major factor behind why employees leave. When workers see no opportunity to advance and feel unsupported by their supervisors, they often feel unmotivated. Companies that focus on clear advancement pathways and strong leadership are better positioned to retain top talent.
Expert Insights 💡
"People leave their jobs for various reasons, but the top ones typically include lack of career growth, poor management, insufficient compensation, and a negative work environment. One powerful example of how addressing these issues can lead to success comes from a company that revamped its leadership style and career-development opportunities after experiencing high turnover rates. By introducing leadership training and clearer paths for advancement, they saw a significant shift in employee satisfaction. This directly resulted in higher productivity and engagement because employees felt valued and motivated.
For instance, the company introduced quarterly development plans tailored to each employee, aligning personal goals with company objectives. As a result, not only did output improve, but the company also saw a drop in turnover rates within a year. Addressing key reasons for dissatisfaction, like stagnant growth and poor communication, fostered loyalty, leading to long-term success for both employees and the business."
Amaury Ponce, Business Owner, Ponce Tree Services
Toxic Workplace and Unpaid Overtime
Unpaid overtime, combined with a toxic work environment, is a recipe for burnout and turnover. Employees want to feel that their time and efforts are respected. Workplaces that foster negative environments and expect employees to work excessive hours without compensation often see high turnover rates, as workers seek roles with fairer work-life balance and a healthier culture.
Expert Insights 💡
"At first, I used to think that 99% of the time, people are leaving their jobs because of the stipend or pay. But as I moved further in my career, I realized that there are a lot of other reasons, too, that make a workplace toxic and unhealthy for its employees. For instance, no work–life balance, unpaid overtime, and office politics."
Khurram Suhrwardy, Founder, Caption Easy
Unclear Role Expectations
When employees start a job, they need clear guidance on what’s expected of them. Unclear or shifting role expectations can lead to frustration and confusion, making employees feel unsupported. Companies that clearly communicate roles and responsibilities during the onboarding process are more likely to retain their staff, as employees feel confident in their positions.
Expert Insights 💡
"A top reason people leave their jobs is due to unclear expectations about their roles from the very beginning. When employees aren't sure about their tasks or responsibilities when they start, it leads to confusion and frustration. This lack of clarity can make them feel unsupported and unsure about how to succeed in their position, which often results in them seeking opportunities elsewhere.
In our line of work, it's essential to provide detailed job descriptions and clear communication during the onboarding process. Making sure that new team members understand their specific duties, goals, and how their role fits into the bigger picture helps them feel more confident and engaged. When employees know exactly what's expected of them, they're more likely to be satisfied with their job and stay with the company longer.
Prioritizing clear communication and setting defined expectations from the start not only helps retain talented staff but also contributes to a more effective and harmonious workplace. It's a crucial step in building a strong team that's committed to the company's success."
Phill Stevens, Founder & CEO, Avail Solar
Need for Career Growth and Compensation
Employees often leave when they feel stuck in a role with no advancement opportunities and inadequate compensation. When hard work isn’t rewarded with fair pay or a path for growth, employees are more likely to search for new opportunities. Companies that invest in competitive compensation and defined career pathways are more successful at retaining motivated employees.
Expert Insights 💡
"The most common issues are a need for more career-growth opportunities and inadequate compensation. When employees feel stuck with no clear path for advancement or aren't being fairly rewarded for their efforts, they're more likely to seek new opportunities. Poor management and a toxic work environment also play significant roles, as supportive leadership and a positive culture are crucial for job satisfaction.
Additionally, many leave to achieve a better work-life balance or find a role that aligns with their values and goals. Ultimately, feeling valued and having the chance to grow professionally are essential factors that keep employees happy and engaged."
Kristin Marquet, Founder, Tech/Analytics/PR Expert, Academic Finance Background, Marquet Media
Lack of Career Progression and Value
Career progression is essential to many employees, and when they don’t see opportunities to advance, they may move on. Additionally, workers want to feel valued for their contributions. When recognition is lacking or promotions are scarce, employees may start looking for companies that value and reward their efforts.
Expert Insights 💡
"Career progression is among the common causes that make employees abandon their workplaces. If workers notice no promotions going forward, they consider positions wherein their abilities will fit better or be enhanced.
Another instance is if people feel they are not valued enough in the organization. If the team members do not get what they are owed for their excellent work, then this causes dissatisfaction on the job, and they may opt to work in another team that values the members' output.
One other factor is work-life imbalance. Some people resign when the working pressure is just too much for them or when they realize that they have no flexibility at all, especially if they have other responsibilities, such as taking care of their families.
Compensation also influences this. If people perceive they are under-compensated for the value they are delivering, then they move in search of the following best deal.
Lastly, dynamics such as organizational culture and employee relations prove significant. More often than not, toxic environments or conflicts with managers and colleagues are the main reasons people want to move to another place where they can work without interference."
Fawad langah, Director General, Best Diplomats
Lack of Career Growth and Burnout
When employees face burnout from long hours and unmanageable workloads without the chance to advance, they are more likely to leave. Focusing on career development and well-being initiatives, such as flexible work schedules and upskilling opportunities, helps to retain employees by balancing their personal and professional lives.
Expert Insights 💡
"People often leave their jobs due to a lack of career growth, poor work-life balance, and feeling undervalued. When employees don't see a clear path for advancement or feel their contributions aren't recognized, it's only a matter of time before they look elsewhere. Poor leadership, toxic workplace culture, and burnout from unmanageable workloads also play major roles in turnover.
We addressed this by focusing on career development and staff well-being. For instance, we introduced flexible working hours and up-skilling opportunities for our team, allowing them to grow professionally while maintaining a healthy balance between work and personal life. This initiative not only improved staff retention but also increased productivity and job satisfaction.
As a result, we saw a dramatic improvement in team cohesion, and our output increased by nearly 30% over 12 months. This demonstrates the tangible impact that investing in your team's development and well-being can have on business success."
Peter Hunt, Director & Physiotherapist at The Alignment Studio, The Alignment Studio
Lack of Growth and Poor Management
A combination of stagnant growth and poor management is a strong indicator of turnover risk. Employees need to feel valued and supported, and they seek out environments where their professional development is prioritized. Investing in leadership training and clear growth opportunities can significantly improve employee retention.
Expert Insights 💡
"Lack of growth, poor management, and inadequate compensation often push people to seek new opportunities. We focus on employee development by offering skill-building workshops, similar to how we constantly refine our art techniques. One former employee shared that this approach made them feel more valued and engaged, reducing turnover. Investing in people is as crucial as investing in your product. Creating a supportive work environment helps retain talent."
George Silagadze, Co-founder & CEO, Photo2painting
Understanding why people leave their jobs is essential for companies committed to retaining top talent. From clear career paths and supportive management to a positive workplace culture, investing in these areas helps create a work environment where employees feel valued, challenged, and motivated to stay. By addressing common pain points, companies can reduce turnover and foster a culture where people want to grow and succeed. Remember, employee retention isn’t just about avoiding costs—it’s about building a team that believes in the company’s vision and is excited to be part of it.
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