In March of 2022, more than 40% of people left their current positions without securing a new one first. Why are employees leaving? Why do employees quit? What does this mean for those that have to fill their positions, things just became challenging.

When you work in HR, you learn about the various factors that drive employees to leave their jobs. In the first half of 2022, 22% of employees intended to leave their employers, classifying them as intenders.

Nonetheless, the reasons for leaving their current positions are numerous. Some of them are personal, and some are professional. But one thing that remains constant is that they all have one motive - to find a new job.

Leaving your job can be challenging and stressful, but it also opens up opportunities for self-growth and exploring other fields.

If you are trying to get a better understanding about why employees are leaving your organisation, here are some top reasons why employees leave their jobs in 2022.

Work life balance

Why are employees changing jobs? A good work-life balance is essential to staying happy and focused at work. Randstad's 2022 Employer Brand Research (REBR), based on an independent survey of over 163,000 respondents and 5,944 companies in 34 countries revealed that work life balance was the most important driver when it comes to choosing a new employer. 65% of respondents listed this as the number one priority, even over salary. 


Following lockdown and restrictions on socialising, it became clear to many that if you don't have enough time for your family, friends, and yourself, you are bound to get stressed out, which is unsuitable for your health or relationships. Employees who are unhappy with their work life balance will likely look for a new job.

As an employer, you can help employees by offering flexible work hours, telecommuting options and job sharing. By using the Randstad Employer Brand Research report, you can better understand what employees need and want from the positions they reside in currently.

Salary and benefits

Salary is one of the key reasons why employees are looking for new jobs. If your employees are not happy with their pay and benefits, then they will be open to new job offers that are more lucrative than their current position.

To help your employees stay with you longer, you can offer regular salary reviews and benchmarking exercises to ensure you stay competitive.

Lack of job security

Employees want to know if their jobs are safe or not. If they are unsure about their job security, they will start exhibiting job-switching behaviour where they know they will not face termination at any time.

As an employer, you can help your employees by making them feel safe in their current role.

Part of having job security is receiving a salary that covers at the very least the cost of living. According to REBR, 50% of employees stated they would perform the same job responsibilities at a different employer  if the pay were better than their current one. 

Working environment

The number one issue in any hostile work environment is a distraction. Distractions can negatively affect every part of the job, from the quality of the work product to employees' stress levels. To combat this, you should be aware of the surroundings and conditions of your workplace.

Are there noises that could be reduced with soundproofing? Are there lights that could be dimmed or redirected? Is the temperature comfortable for all employees? The benefits of having an attractive workplace and office might be more important than you think.

Earlier this year Randstad surveyed over 3,000 workers in the UK, when asked if the atmosphere in the office was better or worse than last year, almost half of respondents (48 per cent) said it was better.  Fewer than three in ten (29 per cent) said it was worse while around a quarter (23 per cent) said the atmosphere was unchanged.


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Employers have realised offices are great for generating energy and collaborative spirit - the pandemic has illustrated the benefits of office synchronicity. Offices facilitate serendipitous encounters and interactions where people bounce ideas off each other. Employers have also spotted that working from home weakens loyalty - when workers spend less time together, their social ties weaken as does their attachment to their employer.

Employees have realised that working from home does not magically mean avoiding the worst of work - if you hate your boss, you can’t mute them forever. It can also be cramped and confining and mean less contact with the outside world and fewer social interactions. A third of workers want to go back into the offices in order to boost their mental health - working from home can, in some cases, starve people of social nourishment. While it’s nice not paying for your commute, the costs of which are salient and easy to quantify - it turns out that working from home has its price, too.

Victoria Short
CEO, Randstad UK

Hold regular staff meetings

One of the most important ways to build a positive environment is by being aware of the needs of your employees.

Hold regular meetings where you can discuss their goals, what they are struggling with, and what would improve their working situation.

These meetings will help you to be aware of what your employees want from the job. 

Celebrate employee's success

We all want to feel appreciated for our work. One way to show your appreciation is to celebrate your employees' successes. This can be done in many ways, such as by giving them public recognition, treating the team to dinner, or giving them a bonus.

At the very least, you should write an email praising their work. Celebrating your employees' successes will give them a reason to feel proud of what they do.

When people feel appreciated, they are more likely to stay with the company. When they have pride in their work, they will be more productive.

Communicate effectively

An extension of holding regular meetings is being an excellent communicator. Communication is critical in any working environment but essential in a positive one.

When there are misunderstandings or false expectations, it can lead to frustration and anger. You can reduce this by being a good communicator. This means keeping your employees updated about any changes in the company, whether it be a new project or a change in hours.

If a meeting is cancelled, reschedule it as soon as possible. Be sure to communicate any decisions you make regarding the company as well. Employees are less likely to feel frustrated when they know what is happening in the company.

On-the-Job Training

According to the 2022 REBR, ’good training’ ranks fourth in the list of desirables being offered by a prospective employer. Employees want to grow in their careers; to do so; they need proper training. If your employees are not getting the required training at work, they will look for new jobs where they can learn new skills and grow as professionals.

As an employer, you can help your employees by offering proper training suited to their current positions and aspirations.

It costs 33% of an employee's salary to cover the cost of onboarding and training them about company operations and policies. The problem with the materials comes into play when employers forget to update the information.

Failing to update training materials leaves employees without the necessary information to do their jobs correctly.

top reasons why employees leave their jobs in 2022

When an employee leaves the company, it's challenging for the company, especially if it happens all of a sudden. The company is left with no time to look for a new hire, and the gap in productivity will be visible.

These are the top reasons why employees leave their jobs in 2022, and all are looking for new opportunities. You can help your employees stay with you longer as an employer by offering them a work-life balance, attractive salary and benefits, job security, a good work environment, and proper on-the-job training.

Contact Randstad and let us help you recruit the right talent for your growing team.


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