Why Do Employees Change Jobs?

To understand why employees change jobs, LinkedIn interviewed more than 10,000 people who have gone from one employer to another in 2015. Here are the survey’s highlights.

The number one factor motivating workers to change jobs? A lack of career advancement opportunities. This is why 45% of respondents reported having resigned, the ‘Why and How People Change Jobs’ study reveals. Then comes dissatisfaction with immediate leadership (41%), discomfort around the working environment or the corporate culture (36%), and finally, the desire to take on more challenging opportunities (36%).

On the flip side, what are the factors that lead those who have resigned to marry their new jobs?

Unsurprisingly, for nearly 60% of respondents, the primary incentive for choosing a new job is the opportunity to grow professionally. This factors ahead of pay and benefits, which is not very far behind (54%).

“Offer career advancement and not jobs,” states the popular professional network in conclusion.

Didier Dubois, human resources consultant and senior partner at HRM Group, says he ‘agrees 100%’ with this conclusion. “Managers should offer not only a job, but also opportunities for the future,” he states. “People will always choose a business where they can make a career for themselves.”

Small packages…
The study also shows another tendency of employees who work for organizations with 500 employees or less. LinkedIn noticed a net gain of professionals going to the side of SMEs, while companies with 5000 workers or more have lost players.

So, why are SMEs so attractive? According to the survey, it is because they offer challenges, the feeling that one has more of an impact at work and confidence in the overall direction taken by the business.

Again, Dubois is not surprised by the interest shown in smaller organizations. “In areas where labour shortages are important, such as engineering and finance, people are very aware of the value of their applications and want to be closer to the decision-making structure.”

Large organizations would therefore do well to get inspired by the SME characteristics which workers cherish so.

Keeping in mind recommendations
The LinkedIn study highlights the importance of professional references during the recruitment process. It is considered to be the most common way for workers to find jobs. And the trend is particularly marked in North America.

For Dubois, candidates that come recommended by an employee have one major advantage: quality. “Studies show that these candidates are better suited to the organizational culture and achieve better work.”

Incentive programs for employee referrals represents a good investment for employers.

The employer brand in the spotlight
Not knowing what their work experience will look like in their new organization is the main difficulty professionals encounter during their job search.

The lack of information in this regard and the need for companies to retain the talent they already have highlight the need to effectively promote their employer brand.

The HR strategist believes it is essential to involve employees in this operation. “They are the ones who give the bulk of the information.” Not to mention that being aware of what makes them happy and proud at work gives them the opportunity to become brand ambassadors for their company.

“All employers have something to offer,” says Dubois. “The challenge is to put focus on that.”

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