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Money is the top motivator for making a move, Robert Half research shows
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More than half of professionals considering a change plan to pursue hybrid or fully remote positions
Staff turnover will continue to trouble employers, new research from talent solutions and business consulting firm Robert Half shows. According to the company’s biannual Job Optimism Survey of more than 2,400 workers in the U.S., 41% of respondents said they are currently looking or plan to look for a new role in the second half of 2022. Results remain steady from six months ago.
Those most likely to pursue new opportunities are:
- 25- to 40-year-olds (53%)
- Technology professionals (52%)
- Working parents (50%)
- Employees who have been with their company for 5-9 years (49%)
Overall, 88% of workers feel confident about their current skill set and marketability. View an infographic of the research highlights and results by age, tenure and practice area.
Competitive Pay Is Top of Mind
The main reasons professionals are looking for a new job are:
- A salary boost (65%)
- Greater opportunities for advancement (39%)
- A career change after experiencing burnout (34%)
More than half of workers considering a change plan to pursue hybrid (55%) or fully remote (54%) positions. And 54% are open to searching outside their city.
“There has never been a better time to explore the job market and opportunities that offer better pay, a greater challenge and more flexibility,” said Paul McDonald, senior executive director of Robert Half. “In this market, even passive job seekers are flight risks, so it’s crucial for companies to address employees’ priorities before they even contemplate a career move.”
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Quitter’s Remorse Is Rare
Among workers who have been with their current company for a year or less, only 1 in 10 said they regret quitting their previous job. Looking back, 26% would have met with their manager to discuss the issues that made them want to leave and 17% would have asked for a raise or promotion before resigning.
McDonald added, “Employee turnover is bound to happen, but companies can mitigate the risk by promoting internal job opportunities, discussing career paths and re-evaluating compensation regularly.”
Staff turnover will continue to trouble employers, new research from talent solutions and business consulting firm Robert Half shows. According to the company’s biannual Job Optimism Survey of more than 2,400 workers in the U.S., 41% of respondents said they are currently looking or plan to look for a new role in the second half of 2022. Results remain steady from six months ago.
Those most likely to pursue new opportunities are:
- 25- to 40-year-olds (53%)
- Technology professionals (52%)
- Working parents (50%)
- Employees who have been with their company for 5-9 years (49%)
Overall, 88% of workers feel confident about their current skill set and marketability. View an infographic of the research highlights and results by age, tenure and practice area.
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Competitive Pay Is Top of Mind
The main reasons professionals are looking for a new job are:
- A salary boost (65%)
- Greater opportunities for advancement (39%)
- A career change after experiencing burnout (34%)
More than half of workers considering a change plan to pursue hybrid (55%) or fully remote (54%) positions. And 54% are open to searching outside their city.
“There has never been a better time to explore the job market and opportunities that offer better pay, a greater challenge and more flexibility,” said Paul McDonald, senior executive director of Robert Half. “In this market, even passive job seekers are flight risks, so it’s crucial for companies to address employees’ priorities before they even contemplate a career move.”
Quitter’s Remorse Is Rare
Among workers who have been with their current company for a year or less, only 1 in 10 said they regret quitting their previous job. Looking back, 26% would have met with their manager to discuss the issues that made them want to leave and 17% would have asked for a raise or promotion before resigning.
McDonald added, “Employee turnover is bound to happen, but companies can mitigate the risk by promoting internal job opportunities, discussing career paths and re-evaluating compensation regularly.”
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