The real reasons why people change jobs

varför medarbetare byter jobb

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Have you got many coworkers who chose to change jobs during the pandemic? You are not alone. Right now, staff turnover is generally high. Many have reflected over their work situation during the pandemic and decided that it is time to do something else.

The company Gloat asked more than 1000 people in November 2021 why they wanted to change jobs, and they found two main reasons: better salary and better development opportunities.

It is difficult and also very shortsighted to meet demands for higher salaries – who doesn’t want this? Of course you must have a competitive salary, but further salary increases normally does not have a long term effect on motivation and employee engagement. It is therefore important that you as a leader focus on what you can really influence: creating opportunities for your staff to develop, which are in line with both the organisation’s goals and the coworker’s own goals.

Three areas to work on, to avoid staff changing jobs

1. Enable different internal career paths

Today’s coworkers will not satisfy with the same job for 30 years. They do not just want a career with a higher job title, they also want to explore and learn new areas.

Career development is no longer just about climbing the ladder to the next position and title, it is also about trying different hats and learning new skills. Coworkers are interested in trying new areas that develop their competence and give opportunities to create a career path on their own terms.

The question is not if your staff are looking for change and development, but where they choose to get that change and development. Currently, many people choose to look outside their organization when they want to try something new. Gloat’s survey confirms that almost two thirds of the respondents (65,1%) do not see that their current employer offers the alternatives and opportunities they seek.

As employers, we need to to consider how we can replace traditional career ladders with career paths between different departments and functions.

2. Steer the organization after your values and be clear about your purpose

More and more coworkers want to work for a company or an organization that contributes to something more than just making money for the stock owners. They want to work for organizations with a higher purpose, which have values in line with their own. Work is not just seen as a way to pay the bills, but is increasingly becoming part of our identity.

A real problem in many organizations is that they do not care about their values. The values are written down on a piece of paper, but they lack meaning in how the organization is actually managed. This is no longer good enough for many coworkers.

If you want to keep your top talents, you must ensure that your staff understand how their work affects something more than just making money, and that you really live according to your values.

3. Work with diversity and inclusion for real

When it comes to promoting diversity and inclusion, action speaks louder than words. If both diversity and inclusion are present in the organization, research says that innovation, creativity and wellbeing increase, which in turn contributes to higher profitability and business value.

A common mistake that many people do, both managers and coworkers, is to believe that they are including. Unfortunately such presumptions can affect the decisions at the work place, and keep under represented groups away from career opportunities that those who traditionally have more privileges have.

Employers have a choice: to implement opportunities within their organization making it possible for staff to make the most of their potential, skills, interests and ambitions, or risk that their coworkers start looking outside the organization for these opportunities. Here you can read more (link in Swedish) about how to get started with measuring and working with these questions.

Do you want to develop your team and your leadership?

Check out Pulsᐩ. An AI-based platform that coaches coworkers and managers to feel and perform better.

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