5 Reasons Top Talent Leave Their Jobs

5 Reasons Why Top Talent Leave Their Jobs



1 Their Boss is a Jerk

Employees leave their job because of their bosses, more than any other reason. No one wants to work with a nasty, miserable, or agressive boss. Let's face it, there are a lot of them out there and no one wants to work for one.

31% of Respondents reported that their supervisor gave them the "silent treatment" in the past year.



2 Lack of Empowerment

People don't want to punch a time card and put their heads down and their butts up each day. People want to influence decisions, make choices, solve problems and make a greater impact.

In their perfect job, 31% of respondents would want more responsibility at work.



3 Internal Politics

In the war for talent, people don't want to navigate the complex office politics unless they see value or a path to the top. Putting out a qualified resume can often be a faster way to climb the corporate ladder.

Only 35% of respondents reported that their companies were good or effective at managing advancement.



4 Recognition

Everyone believes they work too damn hard and don't get paid enough. But a "job well done," a free lunch, or a simple pat on the back will go a long way to keep people engaged and motivated.

43% of middle managers said they feel as if they are doing all the work, but not getting credit for it.



5 The Company Is Going Under

Nobody wants to be the last on off a sinking ship! Employees can feel the strain and hear the panic of leaders in a low performing company. When one person "jumps ship," others will quickly follow. Only those who are vested in some monetary way seem to stick around to the bitter end.

23% of respondents said they are currently looking for a job elsewhere



Center for

Management &

Organization Effectiveness



CMOE partners with all types of organizations around the world to provide leaders and team members with performance solutions, training programs, research, and consulting services. Our mission is to help organizations achieve strategic success and build lasting partnerships in the workplace. WHY TΟP TALENT LEAVE THEIR JOBS REASONS 1 Their Boss is a Jerk Employees leave their job because of their bosses, more than any other reason. No one wants to work with a nasty, miserable, or agressive boss. Let's face it, there are a lot of them out there and no one wants to work for one. 31% Respondents reported that their supervisor gave them the "silent treatment" in the past year. 2 Lack of Empowerment People don't want to punch a time card and put their heads down and their butts up each day. People want to influence decisions, make choices, solve problems and make a greater impact. 31% In their perfect job, 31% of respondents would want more responsibility at work. 3 Internal Politics In the war for talent, people don't want to navigate the complex office politics unless they see value or a path to the top. Putting out a qualified resume can often be a faster way to climb the corporate ladder. 35% Only 35% of respondents reported that their companies were good or effective at managing advancement 4Recognition Everyone believes they work too damn hard and don't get paid enough. But a "job well done," a free lunch, or a simple pat on the back will go a long way to keep people engaged and motivated. 43% 43% of middle managers said they feel as if they are doing all the work, but not getting credit for it. 6 The Company Is Going Under 000 Nobody wants to be the last on off a sinking ship! Employees can feel the strain and hear the panic of leaders in a low performing company. When one person "jumps ship," others will quickly follow. Only those who are vested in some monetary way seem to stick around to the bitter end. 23% 23% of respondents said they are currently looking for a job elsewhere Center for Management & Organization Effectiveness CMOE partners with all types of organizations around the world to provide leaders and team members with performance solutions, training programs, research, and consulting services. Our mission is to help organizations achieve strategic success and build lasting partnerships in the workplace. SOURCES 1. Florida State University Study by Paul Harvey and Jason Stoner, 2007. 2. Rancdstad Work Watch survey, 10/1/2009. 3. Accenture/ICR study, September 2006. 4. Accenture/ICR study, September 2006. 5. Accenture/ICR study, September 200o6 WHY TΟP TALENT LEAVE THEIR JOBS REASONS 1 Their Boss is a Jerk Employees leave their job because of their bosses, more than any other reason. No one wants to work with a nasty, miserable, or agressive boss. Let's face it, there are a lot of them out there and no one wants to work for one. 31% Respondents reported that their supervisor gave them the "silent treatment" in the past year. 2 Lack of Empowerment People don't want to punch a time card and put their heads down and their butts up each day. People want to influence decisions, make choices, solve problems and make a greater impact. 31% In their perfect job, 31% of respondents would want more responsibility at work. 3 Internal Politics In the war for talent, people don't want to navigate the complex office politics unless they see value or a path to the top. Putting out a qualified resume can often be a faster way to climb the corporate ladder. 35% Only 35% of respondents reported that their companies were good or effective at managing advancement 4Recognition Everyone believes they work too damn hard and don't get paid enough. But a "job well done," a free lunch, or a simple pat on the back will go a long way to keep people engaged and motivated. 43% 43% of middle managers said they feel as if they are doing all the work, but not getting credit for it. 6 The Company Is Going Under 000 Nobody wants to be the last on off a sinking ship! Employees can feel the strain and hear the panic of leaders in a low performing company. When one person "jumps ship," others will quickly follow. Only those who are vested in some monetary way seem to stick around to the bitter end. 23% 23% of respondents said they are currently looking for a job elsewhere Center for Management & Organization Effectiveness CMOE partners with all types of organizations around the world to provide leaders and team members with performance solutions, training programs, research, and consulting services. Our mission is to help organizations achieve strategic success and build lasting partnerships in the workplace. SOURCES 1. Florida State University Study by Paul Harvey and Jason Stoner, 2007. 2. Rancdstad Work Watch survey, 10/1/2009. 3. Accenture/ICR study, September 2006. 4. Accenture/ICR study, September 2006. 5. Accenture/ICR study, September 200o6 WHY TΟP TALENT LEAVE THEIR JOBS REASONS 1 Their Boss is a Jerk Employees leave their job because of their bosses, more than any other reason. No one wants to work with a nasty, miserable, or agressive boss. Let's face it, there are a lot of them out there and no one wants to work for one. 31% Respondents reported that their supervisor gave them the "silent treatment" in the past year. 2 Lack of Empowerment People don't want to punch a time card and put their heads down and their butts up each day. People want to influence decisions, make choices, solve problems and make a greater impact. 31% In their perfect job, 31% of respondents would want more responsibility at work. 3 Internal Politics In the war for talent, people don't want to navigate the complex office politics unless they see value or a path to the top. Putting out a qualified resume can often be a faster way to climb the corporate ladder. 35% Only 35% of respondents reported that their companies were good or effective at managing advancement 4Recognition Everyone believes they work too damn hard and don't get paid enough. But a "job well done," a free lunch, or a simple pat on the back will go a long way to keep people engaged and motivated. 43% 43% of middle managers said they feel as if they are doing all the work, but not getting credit for it. 6 The Company Is Going Under 000 Nobody wants to be the last on off a sinking ship! Employees can feel the strain and hear the panic of leaders in a low performing company. When one person "jumps ship," others will quickly follow. Only those who are vested in some monetary way seem to stick around to the bitter end. 23% 23% of respondents said they are currently looking for a job elsewhere Center for Management & Organization Effectiveness CMOE partners with all types of organizations around the world to provide leaders and team members with performance solutions, training programs, research, and consulting services. Our mission is to help organizations achieve strategic success and build lasting partnerships in the workplace. SOURCES 1. Florida State University Study by Paul Harvey and Jason Stoner, 2007. 2. Rancdstad Work Watch survey, 10/1/2009. 3. Accenture/ICR study, September 2006. 4. Accenture/ICR study, September 2006. 5. Accenture/ICR study, September 200o6 WHY TΟP TALENT LEAVE THEIR JOBS REASONS 1 Their Boss is a Jerk Employees leave their job because of their bosses, more than any other reason. No one wants to work with a nasty, miserable, or agressive boss. Let's face it, there are a lot of them out there and no one wants to work for one. 31% Respondents reported that their supervisor gave them the "silent treatment" in the past year. 2 Lack of Empowerment People don't want to punch a time card and put their heads down and their butts up each day. People want to influence decisions, make choices, solve problems and make a greater impact. 31% In their perfect job, 31% of respondents would want more responsibility at work. 3 Internal Politics In the war for talent, people don't want to navigate the complex office politics unless they see value or a path to the top. Putting out a qualified resume can often be a faster way to climb the corporate ladder. 35% Only 35% of respondents reported that their companies were good or effective at managing advancement 4Recognition Everyone believes they work too damn hard and don't get paid enough. But a "job well done," a free lunch, or a simple pat on the back will go a long way to keep people engaged and motivated. 43% 43% of middle managers said they feel as if they are doing all the work, but not getting credit for it. 6 The Company Is Going Under 000 Nobody wants to be the last on off a sinking ship! Employees can feel the strain and hear the panic of leaders in a low performing company. When one person "jumps ship," others will quickly follow. Only those who are vested in some monetary way seem to stick around to the bitter end. 23% 23% of respondents said they are currently looking for a job elsewhere Center for Management & Organization Effectiveness CMOE partners with all types of organizations around the world to provide leaders and team members with performance solutions, training programs, research, and consulting services. Our mission is to help organizations achieve strategic success and build lasting partnerships in the workplace. SOURCES 1. Florida State University Study by Paul Harvey and Jason Stoner, 2007. 2. Rancdstad Work Watch survey, 10/1/2009. 3. Accenture/ICR study, September 2006. 4. Accenture/ICR study, September 2006. 5. Accenture/ICR study, September 200o6 WHY TΟP TALENT LEAVE THEIR JOBS REASONS 1 Their Boss is a Jerk Employees leave their job because of their bosses, more than any other reason. No one wants to work with a nasty, miserable, or agressive boss. Let's face it, there are a lot of them out there and no one wants to work for one. 31% Respondents reported that their supervisor gave them the "silent treatment" in the past year. 2 Lack of Empowerment People don't want to punch a time card and put their heads down and their butts up each day. People want to influence decisions, make choices, solve problems and make a greater impact. 31% In their perfect job, 31% of respondents would want more responsibility at work. 3 Internal Politics In the war for talent, people don't want to navigate the complex office politics unless they see value or a path to the top. Putting out a qualified resume can often be a faster way to climb the corporate ladder. 35% Only 35% of respondents reported that their companies were good or effective at managing advancement 4Recognition Everyone believes they work too damn hard and don't get paid enough. But a "job well done," a free lunch, or a simple pat on the back will go a long way to keep people engaged and motivated. 43% 43% of middle managers said they feel as if they are doing all the work, but not getting credit for it. 6 The Company Is Going Under 000 Nobody wants to be the last on off a sinking ship! Employees can feel the strain and hear the panic of leaders in a low performing company. When one person "jumps ship," others will quickly follow. Only those who are vested in some monetary way seem to stick around to the bitter end. 23% 23% of respondents said they are currently looking for a job elsewhere Center for Management & Organization Effectiveness CMOE partners with all types of organizations around the world to provide leaders and team members with performance solutions, training programs, research, and consulting services. Our mission is to help organizations achieve strategic success and build lasting partnerships in the workplace. SOURCES 1. Florida State University Study by Paul Harvey and Jason Stoner, 2007. 2. Rancdstad Work Watch survey, 10/1/2009. 3. Accenture/ICR study, September 2006. 4. Accenture/ICR study, September 2006. 5. Accenture/ICR study, September 200o6 WHY TΟP TALENT LEAVE THEIR JOBS REASONS 1 Their Boss is a Jerk Employees leave their job because of their bosses, more than any other reason. No one wants to work with a nasty, miserable, or agressive boss. Let's face it, there are a lot of them out there and no one wants to work for one. 31% Respondents reported that their supervisor gave them the "silent treatment" in the past year. 2 Lack of Empowerment People don't want to punch a time card and put their heads down and their butts up each day. People want to influence decisions, make choices, solve problems and make a greater impact. 31% In their perfect job, 31% of respondents would want more responsibility at work. 3 Internal Politics In the war for talent, people don't want to navigate the complex office politics unless they see value or a path to the top. Putting out a qualified resume can often be a faster way to climb the corporate ladder. 35% Only 35% of respondents reported that their companies were good or effective at managing advancement 4Recognition Everyone believes they work too damn hard and don't get paid enough. But a "job well done," a free lunch, or a simple pat on the back will go a long way to keep people engaged and motivated. 43% 43% of middle managers said they feel as if they are doing all the work, but not getting credit for it. 6 The Company Is Going Under 000 Nobody wants to be the last on off a sinking ship! Employees can feel the strain and hear the panic of leaders in a low performing company. When one person "jumps ship," others will quickly follow. Only those who are vested in some monetary way seem to stick around to the bitter end. 23% 23% of respondents said they are currently looking for a job elsewhere Center for Management & Organization Effectiveness CMOE partners with all types of organizations around the world to provide leaders and team members with performance solutions, training programs, research, and consulting services. Our mission is to help organizations achieve strategic success and build lasting partnerships in the workplace. SOURCES 1. Florida State University Study by Paul Harvey and Jason Stoner, 2007. 2. Rancdstad Work Watch survey, 10/1/2009. 3. Accenture/ICR study, September 2006. 4. Accenture/ICR study, September 2006. 5. Accenture/ICR study, September 200o6