Top 10 Reasons for Leaving a Job

Before we get to the top 10 reasons for leaving a job, let me tell a story.

Back in 2017, I found myself at a crossroads in my career journey. I was working for a well-paying company, the kind that many would envy. The salary was good, and on the surface, everything seemed just fine. However, as I reflect on that time, I realize that life isn’t always about the numbers on the paycheck.

In the corridors of a corporate giant, I felt a sense of unease. It wasn’t about the money; it was about more. Something was missing, like a jigsaw puzzle with a crucial piece absent. I pondered whether this was the path I wanted to tread for the next years of my life. It was a decision that needed careful consideration.

Coincidentally, in the same period, the global workforce was undergoing a transformation. A recent McKinsey survey echoed the sentiments that were brewing within me. In 2020, 40 percent of workers McKinsey surveyed said they were thinking about leaving their positions in the next three to six months. This wasn’t just a personal struggle; it was a shared experience resonating across industries and continents.

These findings struck a chord with me. It wasn’t just about the money; it was about finding that delicate balance between personal well-being, professional growth, and a workplace culture that resonated with one’s values. As I navigated through my own career decisions, I realized the importance of looking beyond the paycheck and considering what truly matters. Let us look at the top 10 reasons for leaving a job; choosing to embark on new professional journeys, and it goes far beyond the allure of a hefty salary.

1: Wanting Better Compensation and Benefits

The first in the list of top 10 reasons for leaving a job is the desire for better compensation and benefits. In the realm of job satisfaction, few factors wield as much influence as compensation and benefits. It’s not just about the numbers on the paycheck; it’s about feeling valued and acknowledged for the hard work invested. A 2021 report from TalentLMS revealed that a significant 72% of U.S. tech employees were contemplating a change in the next 12 months, with salary and benefits reigning supreme as the pivotal factor.

Money matters, undoubtedly. It’s a cornerstone of our professional lives, a measure of our contributions, and a source of financial stability. The decision to leave a job for better compensation is a delicate dance between personal worth and organizational acknowledgment.

As I navigated my own career path, I learned a crucial lesson – communication is key. It’s not just about quietly yearning for a fatter paycheck; it’s about expressing your needs and expectations. Periklis Venakis, Chief Technology Officer at Epignosis, wisely advises that before taking the leap, ensure that your desires are communicated clearly. Talk to your manager about what would make you more productive and fulfilled in your role.

Leaving a job solely for better compensation should be a decision made after thoughtful consideration and transparent communication. It’s about ensuring that your worth is recognized and that your contributions are duly rewarded. As I reflect on my own journey, I realize that the quest for better compensation is not just a pursuit of money; it’s a quest for acknowledgment and appreciation in the professional landscape.

2: Desire for Stability and a Fresh Start

The second reason for people leaving a job is the desire for stability and a fresh start. Change is a constant in the professional world, and when organizations undergo transformations, it can stir a whirlwind of thoughts for employees. The desire for stability and a fresh start often takes center stage during these times of transition.

Organizational changes, be it an acquisition or a shift in business models, can be unsettling. As employees, we find ourselves standing at a crossroads, questioning whether the path ahead aligns with our career aspirations. Clearlake Capital’s acquisition of Cornerstone OnDemand in 2021 serves as a case in point. The move from a publicly traded to a privately held company prompted some employees to reassess their professional journeys.

Kim Cassady, Chief Talent Officer at Cornerstone OnDemand, suggests a simple yet profound approach – talk to your manager. Engage in a conversation about your aspirations and concerns. Explore whether there are other roles within the company that might align better with your evolving career goals. Open communication is the linchpin during times of change.

In my own experience, I encountered a similar juncture when my workplace underwent significant shifts. The stability I once took for granted was suddenly in question. It was then that I realized the power of dialogue. Conversations with my manager provided insights, and together, we navigated the uncertainty.

Leaving a job for a fresh start isn’t just about escapism; it’s about aligning your professional journey with a path that resonates with your aspirations. Embrace change, but do so with open lines of communication, ensuring that your voice is heard amidst the organizational symphony.

3: A Bad Manager

The third reason for leaving a job might be a bad manager. A crucial element in our professional lives is the relationship with our immediate supervisor. Unfortunately, the specter of a bad manager can cast a shadow over even the most promising job. Working under a toxic boss isn’t just an unpleasant experience; it can chip away at our self-esteem. Richard Jolly, a clinical associate professor at Northwestern University’s Kellogg School of Management, asserts that a toxic boss can undermine your confidence and well-being.

Managers play a pivotal role beyond just overseeing tasks; they are architects of a work environment. In the evolving landscape of hybrid and remote work, effective two-way communication becomes paramount. Managers need to rise above traditional supervisory roles. They must create a context where employees feel deeply engaged, understanding the organization’s direction, their role within it, and fostering a sense of growth and development.

In my own journey, I encountered the challenges of working under a manager who was more of a hurdle than a guide. It was a stark reminder of the profound impact a manager can have on the work experience. Leaving such a situation wasn’t just about escaping a problem; it was about seeking a work environment where growth and collaboration thrive.

4: Toxic Workplace Culture

The other reason for leaving a job is toxic workplace culture. Beyond individual managers, the overall culture of a company can significantly impact job satisfaction. Company culture is the collective heartbeat of shared values, beliefs, and attitudes guiding how an organization treats its employees and customers.

Signs of a toxic workplace are akin to warning signals. Poor communication, high turnover, lack of enthusiasm from peers, and an overarching sense of fear can erode the fabric of a healthy work environment. Consider the cases of Bon Appétit or luggage company Away, where toxic cultures led to mass departures.

Richard Jolly, also a director of the consulting firm Stokes & Jolly Ltd., argues that, moving forward, organizational culture will be a paramount competitive advantage. In my own experience, I’ve learned that a toxic culture permeates every aspect of work, making the decision to leave not just a choice but a necessity for personal well-being. As employees, we deserve a workplace where values align, and a healthy culture fosters growth and collaboration.

5: Not Enough Schedule and Location Flexibility

In the evolving landscape of work, the desire for flexibility has taken center stage. Brett Wells, Global Head of People Analytics at Perceptyx, notes a significant shift in employee preferences, with two out of three wanting the flexibility to choose when and where they work. This isn’t just a fleeting trend; it’s a fundamental change in how we perceive work.

Remote work has played a pivotal role in reshaping these expectations. The ability to work from anywhere, whether in a physical office or from the comfort of one’s home, has become a priority for many. The pandemic acted as a catalyst, proving that remote work is not just feasible but often leads to increased productivity and lower office costs.

Companies that resist this shift risk losing valuable talent. A Perceptyx study revealed that one in five employees would consider leaving their jobs if their employers didn’t meet their top five priorities, which include company stability, manager quality, team quality, social responsibility, and remote-friendliness.

As someone who experienced the rigid structures of a workplace that couldn’t adapt to the changing times, the decision to seek flexibility was more than a desire; it was a necessity. Today’s workforce, having experienced the benefits of flexible arrangements, is not willing to revert entirely to traditional office setups.

6: To Advance Your Career

The landscape of career advancement has undergone a seismic shift. Job hopping, once viewed with skepticism, has evolved into a strategic move for career growth. Mark Anthony Dyson, a career writer and founder of The Voice of Jobseekers, highlights this transformation, stating that job hopping is now the way people advance their careers.

In the past, staying with one or two organizations throughout one’s career was seen as a sign of loyalty. However, loyalty doesn’t always guarantee recognition and reward. The younger generations, particularly Millennials and Gen Z, understand the value of gaining diverse experiences and skills. Loyalty to a fault can lead to diminishing returns in terms of personal and professional growth.

Today’s workforce seeks opportunities that align with the dynamic nature of the job market. Moving to new companies is not just a career choice but a strategic move to acquire new skills and experiences. The narrative has shifted from long-term loyalty to a focus on continuous learning and growth.

7: To Pursue Entrepreneurship

The allure of entrepreneurship has never been stronger. Individuals are increasingly leaving traditional jobs to chart their own paths as founders and CEOs. Jake Hare, founder and CEO of Launchpeer, a startup incubator, notes a growing trend of people seeking freedom, control, and the fulfillment of their potential through entrepreneurship.

The traditional corporate culture, designed for conformity within a large group, often falls short in providing the autonomy and individuality that aspiring entrepreneurs crave. The fear of job market instability has diminished compared to the past, making the risks of entrepreneurship more acceptable.

The rise of remote work has further democratized entrepreneurship. Geography is no longer a barrier, and access to technology has become more accessible than ever. As someone who made the leap from a stable job to pursue a startup, the decision was rooted in a quest for something more—a desire to contribute to a unique vision and shape a personal legacy.

The choice to pursue entrepreneurship isn’t just a career move; it’s a lifestyle choice driven by a hunger for independence and the chance to bring one’s ideas to life.

8: Desire for Purpose

Work isn’t just about earning a paycheck; it’s about finding purpose and personal fulfillment. My own journey reflects the profound impact that aligning one’s passions with work can have on overall satisfaction.

In 2017, after contracting and overcoming a severe illness, I found myself reevaluating my priorities. The wake-up call prompted a significant decision—to leave a well-paying job at a renowned company. The driving force behind this choice was a deep-seated desire for purpose. I realized that life is too short to spend it solely paying bills and taking trips. It was time to embark on a path that resonated with my true passions.

Finding purpose in work isn’t a luxury; it’s a necessity for sustained happiness. Kyle Walker, having battled and survived Covid-19, made a similar choice. Hospitalized and supported by a ventilator, Walker decided that if he recovered, he wouldn’t return to a job that didn’t fulfill his deeper aspirations. The decision to quit a remote call center job in Raleigh, North Carolina, was a leap of faith into building a startup—a bold pursuit of personal fulfillment.

Rayna Stamboliyska, formerly Vice President for Governance and Public Affairs at YesWeHack, echoed this sentiment. She left her position in 2021 to found RS Strategy, driven by a conviction that the time was ripe to focus on making tech more responsible and holding tech companies accountable. The shift was a testament to the need for personal fulfillment, where individuals are willing to step into the unknown to contribute something unique.

9: Burnout

Burnout is more than just exhaustion; it’s a critical level of disengagement and stress that can profoundly impact well-being. The TalentLMS study revealed that 58% of respondents experience job burnout, and those suffering from burnout are twice as likely to quit their jobs.

The questions employees now face go beyond the routine aspects of work. Richard Jolly, Clinical Associate Professor at Northwestern University’s Kellogg School of Management, notes that people are asking fundamental, existential questions about why they do what they do. Burnout is a wake-up call, urging individuals to reassess their priorities.

European companies, like many progressive organizations, recognize the importance of evaluating psychosocial risk factors contributing to stress at work. High workloads, tight deadlines, and other stressors can lead to physical and mental health issues, prompting employees to contemplate leaving their jobs.

In a world where well-being is increasingly prioritized, burnout serves as a signal that something needs to change. It’s not just about quitting a job; it’s about preserving one’s mental and physical health. The decision to leave due to burnout is a proactive step towards reclaiming balance and rediscovering the joy in work.

10: Not Enough Skills Development

The last of the reasons for leaving a job is lack of enough skills development. In today’s dynamic work landscape, the importance of continuous learning and skills development cannot be overstated. The decision to leave a job might stem from a genuine desire for more opportunities to acquire and enhance skills.

TalentLMS’s study revealed a striking statistic: nine out of ten workers wish for more learning and development opportunities from their companies. In a world where global competition is on the rise, both companies and employees recognize the value of staying ahead through continuous education.

Periklis Venakis, Chief Technology Officer at Epignosis, points out the dual threat faced by companies and employees. Companies fear losing their workforce to remote job opportunities, while employees fear being replaced by someone with similar skills but a lower cost of living in a different part of the world. The antidote to this threat is upskilling and reskilling.

Employees who actively engage in learning new skills not only position themselves better for new job opportunities but also contribute significantly to their current organizations. The willingness to learn demonstrates adaptability and a commitment to growth, qualities highly sought after in today’s fast-paced business environment.

Companies that encourage and facilitate continuous learning are not only more likely to retain their talent but also to stay competitive in an ever-evolving market. The investment in skills development is an investment in the future—both for the individual employee and the organization as a whole.

Frequently Asked Questions on Reasons People Leave a Job

Q: Is it acceptable to leave a job solely for better compensation and benefits?

A: While seeking better compensation is a common reason for job changes, it is crucial to consider other factors that contribute to overall job satisfaction. While competitive pay is important, employees are encouraged to communicate their needs with management and explore potential solutions before making a decision solely based on compensation.

Q: How does a change in company direction or stability influence employees’ decisions to leave?

A: Organizational changes, such as shifts in company direction or stability, can significantly influence employees’ decisions to leave. When faced with such changes, employees may assess whether the company’s new direction aligns with their career goals, prompting them to explore alternative opportunities that offer greater alignment and stability.

Q: Can a toxic boss be a legitimate reason for leaving a job?

A: Yes, a toxic boss can be a legitimate and impactful reason for considering a job change. Working under a toxic boss can undermine an employee’s self-esteem and overall job satisfaction. It is advised for individuals facing such situations to seriously evaluate their well-being and consider seeking a healthier work environment.

Q: What role does company culture play in the decision to leave a job?

A: Company culture plays a crucial role in job satisfaction. A toxic workplace culture, characterized by poor communication, high turnover, and a lack of enthusiasm, can be a compelling reason for employees to seek alternative employment. A positive company culture contributes significantly to employees’ overall satisfaction and well-being.

Q: How important is work-life balance and flexibility in job satisfaction?

A: Work-life balance and flexibility, including options for remote work, have become increasingly important factors in job satisfaction. Many employees prioritize roles that offer a healthy work-life balance and the flexibility to choose when and where they work. Jobs that do not meet these expectations may lead individuals to explore other opportunities.

Q: Is job hopping still perceived negatively in today’s workforce?

A: The perception of job hopping has evolved, and it is no longer universally seen as negative. In today’s workforce, job hopping is often viewed as a strategic approach for individuals to advance their careers by gaining diverse skills and experiences. This shift reflects changing attitudes toward career growth and development.

Q: What role does burnout play in employees’ decisions to quit their jobs?

A: Burnout, characterized by exhaustion and disengagement, is a significant factor influencing employees’ decisions to quit their jobs. The 2022 McKinsey survey revealed that employees experiencing burnout are twice as likely to consider leaving their current positions. Recognizing and addressing burnout is crucial for both individual well-being and workplace retention.

Q: How does the desire for purpose and fulfillment impact career decisions?

A: The desire for purpose and fulfillment can profoundly impact career decisions. If individuals feel unfulfilled or lack a sense of purpose in their current roles, they may seek opportunities that align better with their passions and values. Pursuing meaningful work has become a significant motivator for employees, influencing their decisions to explore new career paths.