New research about where leaving employees go shows significant trends in staff retention for 2014. Find out the employee motivation behind voluntary leavers.
Where Leaving Employees Go 2014
great{with}talent has collected exit data from 12,837 employees. The results show why employees leave in 2014.
The following charts show the type of role, level of role, new employer and new salary of staff who have left their position in the past 12 months. This data can be used to inform staff retention strategies in 2014.
Read: Why Employees Leave and Staff Retention in 2014.
Type of Role
This staff survey shows that most leaving employees are moving on to a similar role in the same industry (30.9%). Whilst, a similarly large amount are going to a different role in a sifferent industry (27%).
This could show that leaving employees are looking for bigger challenges. It may also be due to larger companies being able to offer more progression and more competitive salaries.
Meanwhile, staff turnover was also caused by a similar role in a different industry (24.5%) and a different role in the same industry (17.2%).
Read: The Importance of Exit Interviews for Employees.
Level of Role
The majority of employee turnover was due to a step up in their career (55.9%). Although, there was still a significant number of staff leaving for a similar level role (33.6%).
Meanwhile some participants described it as hard to Say (7.5%) and surprisingly other chose a step down (2.7%).
Read: Why HR Doesn’t Understand the Real Reasons Employees Leave.
New Employer
Most leaving employees chose a large commercial new employer (41.3%), this includes organisations with over 1,000 employees. Whilst some chose a small commercial organisation (28.2%), less than 1,000 employees.
A smaller amount left for the public sector (11.7%), charities (5.1%) and other new employers (8.3%). Then again some leaving employees chose none or self-employment (3.9%).
Read: Talent Retention Solutions at Virgin Mobile.
New Salary
Unsurprisingly, the largest number of leaving employees moved on for higher pay (56%). Some left for the same amount (10%). Others chose a lower level of pay (9%) and would rather not say (25%).
These results show how exit surveys can offer key insights that can help employee retention strategies. If a large amount leave for pay then steps can be taken to offer a more competitive rate.
If employees are leaving for bigger challenges and progression then offering more opportunities, training and rewards can increase staff retention. If employees leave for another industry then steps need to be taken to make the work more engaging and fun.
Contact great{with}talent and find out more about their LastOpinion online exit surveys.
[youtube http://www.youtube.com/watch?v=1UJ1B36TuqA](Main image from The Wellness Movement)