New research about where leaving female employees go shows significant trends in staff retention for 2014. Find out the employee motivation behind voluntary leavers.

Where Leaving Female Employees Go 2014

great{with}talent has collected exit data from 6,870 female 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 Female Employees Leave and Staff Retention 2014.

Type of Role

Most female employees listed a different role and a different industry (29.7%) as their next role. This is a significantly greater amount than the overall group of 12,837 participants.

Moreover, unlike the main batch, a smaller amount listed a similar role in the same industry (28.3%). Although, an equal number stated leaving for a similar role in a different industry.

Lastly, the least popular reason for staff attrition was a different role in the same industry (17.1%). These results show that female employees are more likely to make a drastic career change.

Read: Why HR Doesn’t Understand the Real Reasons Employees Leave.

Level of Role

These employee research results also show fewer women leaving for a step up in their career (53.2%). This, however, is still the greatest employee turnover driver.

They’re also slightly more likely to leave for a similar level role (34.8%). Likewise, a small amount more were willing to leave for a step down (3.1%).

This shows that female employees are less driven by employee progression. Therefore, there must be other factors which are driving staff turnover within this employee demographic.

Read: HR Onboarding Best Practices for Female Employees 2014.

New Employer

Most leaving female employees chose a large commercial new employer (36.5%), this includes organisations with over 1,000 employees. Whilst some chose a small commercial organisation (26.4%), less than 1,000 employees.

Others moved to a public sector position (14%). Once again, all these results were lower than the overall group.

Meanwhile a greater amount of female employees moved to charitable (7.3%) and other (10.1%) sectors. Though, less moved to having no employer and being self-employed (3.4%).

Knowing why female employee choose these types of sectors can inform staff engagement strategies for current staff. This in turn can lower staff turnover.

Read: The Importance of Exit Interviews for Employees.

New Salary

Furthermore, fewer female employees chose to leave their role for a higher salary. Alike, a slightly larger amount chose a lower salary.

The difference between why female staff leave and other employees shows the importance of exit data in employee engagement and retention.

Contact great{with}talent and find out more about their LastOpinion online exit surveys.

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(Main image from Kennedy Pearce)