Where Leaving Employees Over 30 Go

Leaving Employees

New research about where leaving employees over 30 go shows significant trends in staff retention for 2014. Find out the reasons behind voluntary leavers.

Where Leaving Employees Over 30 Go

great{with}talent has collected exit data from 7,134 employees over 30. 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 last 12 months. This data can be used to inform staff retention strategies in 2014.

Read: Why Staff Over 30 Leave and Employee Retention Strategies 2014.

Type of Role

Leaving Employees

Like the overall group of leaving employees, the largest batch of those over 30 chose a similar role in the same industry (33.6%). The second highest, however, was a similar role in a different industry (25.1%).

As a result fewer than the average employees over 30 chose a different role in a different industry (22.4%). On the other hand, more moved to a different role in the same industry (18.5%).

This shows that leaving employees over 30 are more interested in continuing in the same role. It’s likely that this is due to more experience and an investment in continuity.

It would also follow that it is the industry or organisation which has been the staff turnover driver.

Read: HR Onboarding New Employees and Why New Starters Over 30 Leave.

Level of Role

Leaving Employees

Across the board, fewer leaving employees over 30 chose a step up in their career (54.3%) and a similar level job (35.9%). Likeiwse, a significantly lower amount chose a step down (2.9%).

These results show that higher pay continues to be the most popular staff turnover driver.

Read: Meeting New Employee Expectations of Staff Over 30.

New Employer

Leaving Employees

The majority of leaving employees over 30 chose a large commercial new employer (41.7%), this includes organisations with over 1,000 employees. This is again slightly above average (41.3%).

Whereas, fewer chose a small commercial new employer (27.7%) which is organisations with less than 1,000 employees. More also chose the public sector (11.4%) and charities (5.3%) and none (4.6%).

This shows that those over 30 are more interested in larger companies, self-employment, public sector and charities. This may be due to more autonomy and opportunities for progression.

Read: Generation X Employees and Staff Engagement Strategy.

New Salary

Staff Retention Strategies

Surprisingly, fewer leaving employees over 30 chose a higher paid position (55%). The results also show that more chose the same pay (11%).

These results show how exit surveys can offer key insights that can help employee retention strategies. A large amount still leave for pay so 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 employee rewards can increase staff retention. If employees leave for another industry then changes need to be made to make the work more engaging and fun, for example.

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 Walker)

Previous Post
How to Have One-to-One Meetings with Staff
Next Post
Meeting New Employee Expectations of Male Staff