Bad bosses, PTO and other reasons employees quit their jobs

The decision for workers to stay at their job or bolt for the door at the first opportunity depends 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 that they would stay at jobs with lower salaries if that meant working for a great boss.

Related: Broken business processes drive away employees

“Today’s workers have high expectations — and the tight talent market suggests employers should be listening closely,” says Jim Link, chief human resources officer of Randstad North America.

Many workers leave their current jobs for practical reasons that impact their work-life balance, including for these reasons:

• Nearly half (46 percent) are considering leaving their jobs within the next year to join the gig economy.
• Sixty-four percent would consider leaving for opportunities in better locations.
• Most (82 percent) expect pay raises every year to stay with their current employers.
• Sixty-three percent wouldn’t consider job opportunities that offer fewer than 15 paid vacation days annually.
• More than a third (36 percent) are considering leaving their current jobs because they don’t have the ability to work remotely.

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

• 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 retain high-performing individuals.
• Fifty-eight percent of workers agree their companies don’t currently have enough growth opportunities for them to stay longer term.
• Sixty-nine percent would be more satisfied if their employers better utilized their skills and abilities.
• More than half (57 percent) say they need to leave their current companies in order to take their careers to the next level.

Workers also take into account their employer’s workplace culture and reputation, and would leave their jobs for these reasons:

• Thirty-eight percent of workers want to leave their jobs due to a toxic work culture or one where they don’t feel they fit in.
• An even larger group (58 percent) have left jobs, or are considering 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 a company that has a bad reputation with former employees or the general public, and 65 percent would likely leave if their employers were being negatively portrayed in the news or on social media because of a crisis or negative business practices.

When employees stay, it’s not necessarily because they love their jobs, according to the survey:

• Half (54 percent) of employees (both men and women) feel pressure to stay at jobs they don’t enjoy because they are the primary financial providers for their families.
• Seventy-one percent admit they stay in their current jobs because it’s easier than starting something new.
• Seventy-eight percent of workers say their benefits packages are as important as their salaries in keeping them at their current employers.
• Fifty-six percent don’t seek out or consider other job opportunities because they’d have to start with less paid time off.

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