Calendar with I Quit! More than athird of employees are considering leaving their current jobsbecause they don't have the ability to work remotely. (Photo:Shutterstock)


The decision for workers to stay at their job or bolt for the door at the first opportunitydepends on both practical and personal reasons, including how well— or badly — their boss treats them, according to a Randstad US survey.


Indeed, 58 percent of the 763 U.S. workers surveyed say thatthey would stay at jobs with lower salaries if that meant workingfor a great boss.


Related: Broken business processes drive awayemployees


“Today's workers have high expectations — and the tight talentmarket suggests employers should be listening closely,” says JimLink, chief human resources officer of Randstad North America.


Many workers leave their current jobs for practical reasons thatimpact their work-life balance, including for thesereasons:

  • Nearly half (46 percent) are considering leaving their jobswithin the next year to join the gig economy.
  • Sixty-four percent would consider leaving for opportunities inbetter locations.
  • Most (82 percent) expect pay raises every year to stay withtheir current employers.
  • Sixty-three percent wouldn't consider job opportunities thatoffer fewer than 15 paid vacation days annually.
  • More than a third (36 percent) are considering leaving theircurrent jobs because they don't have the ability to workremotely.

But practicality isn't the only factor causing people to quit –many workers leave because of personal reasons, includingthese:

  • Sixty percent have left jobs, or are considering leaving,because they don't like their direct supervisors.
  • Fifty-three percent have left jobs, or considered leaving,because they believe their employers don't recruit or retainhigh-performing individuals.
  • Fifty-eight percent of workers agree their companies don'tcurrently have enough growth opportunities for them to stay longerterm.
  • Sixty-nine percent would be more satisfied if their employersbetter utilized their skills and abilities.
  • More than half (57 percent) say they need to leave theircurrent companies in order to take their careers to the nextlevel.

Workers also take into account their employer's workplaceculture and reputation, and would leave their jobs for thesereasons:

  • Thirty-eight percent of workers want to leave their jobs due toa toxic work culture or one where they don't feelthey fit in.
  • An even larger group (58 percent) have left jobs, or areconsidering leaving, because of negative office politics.
  • Forty-six percent say their teams/departments are understaffed,so they are seeking or considering employment elsewhere.
  • Most (86 percent) would not apply for or continue to work for acompany that has a bad reputation with former employees or thegeneral public, and 65 percent would likely leave if theiremployers were being negatively portrayed in the news or on socialmedia because of a crisis or negative business practices.

When employees stay, it's not necessarily because they lovetheir jobs, according to the survey:

  • Half (54 percent) of employees (both men and women) feelpressure to stay at jobs they don't enjoy because they are theprimary financial providers for their families.
  • Seventy-one percent admit they stay in their current jobsbecause it's easier than starting something new.
  • Seventy-eight percent of workers say their benefits packagesare as important as their salaries in keeping them at their currentemployers.
  • Fifty-six percent don't seek out or consider other jobopportunities because they'd have to start with less paid timeoff.

“While salary and PTO will always be factors in attraction,engagement and retention, the intangible benefits and day-to-dayexperiences at work have risen in importance,” Link says. “If thefull spectrum of values — emotional, financial and lifestyle —aren't being met, workers will easily find opportunitieselsewhere.”

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Katie Kuehner-Hebert

Katie Kuehner-Hebert is a freelance writer based in Running Springs, Calif. She has more than three decades of journalism experience, with particular expertise in employee benefits and other human resource topics.