After 15 years of studying the behavioral patterns of more than a thousand job switchers at all levels and career stages, authors of a recent Harvard Business Review article found employees quit their jobs because they are not making the progress they want in their careers and lives.
Research showed negative experiences (such as doing work that feels meaningless or disliking colleagues) and changing life circumstances (such as moving or having kids) pushed employees away from their old roles. The potential for positive experiences somewhere else pulled them toward something new.
Following are four motivations that primarily drive career moves.
- Get out. When people are managed in a way that wears them down or feel they are stuck in a dead-end job, they often experience a classic fight-or-flight response. These people likely face difficult obstacles (such as a toxic culture or terrible commute) that keep them from doing their job well, prompting them to escape from their current job and find a new one.
- Regain control. Unlike employees who badly want to leave their jobs, people seeking control are not looking for an immediate escape. They often feel pretty good about their overall career trajectory but are not happy with the pace of progress. They may want more flexibility but will not switch until they find a job that gives them more control.
- Regain alignment. People who want alignment feel a significant lack of respect and validation at work and are looking for a job that will use and appreciate their skills and experience. They fixate on the ways their current role does not consider their potential contributions and are pulled toward an environment where they will not be underestimated or misunderstood.
- Take the next step. These employees have reached a personal or professional milestone—achieving a development goal or becoming empty nesters—and want to move forward with their careers and gain more responsibility. They also may be looking for better health care benefits, a more comfortable living environment, the ability to save for college, etc. These people are pursuing growth and not necessarily reacting to a bad situation.
You can work with your employees to tailor their experiences and roles so they can achieve the progress they desire. Harvard Business Review recommends interviewing people long before they want to leave. Help them clarify why they are at your company, discuss what is important to them and address new experiences they may encounter in their personal lives. You also can work with human resources to help employees make the progress they seek. Encourage employees to talk about what motivates them and what might cause them to leave so their personal goals can be better reflected in their job goals.
