In today’s tight labor market, retaining quality employees is more important than ever. To gain insight, Randstad US surveyed employees on what motivates them to leave, as well as the reasons — both good and bad — they choose to stay.

1. what managers can (and can't) do
about employee turnover
are you driving your
best workers away?

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why employees stay or leave.
The 2018 Randstad Employer Brand Research unveiled the top five reasons why American
employees choose to stay with their employers — or leave to seek opportunities elsewhere.
top 5 reasons employees stay top 5 reasons employees leave
45% 44% 42% 40%
34%
salary &
benefits
job security location work-life
balance
flexible
arrangements
44% 43%
30% 29% 28%
compensation
too low
limited
career path
work-life
balance issues
insufficient
challenges
organization
shows poor
leadership

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randstad US commissioned
a survey of U.S. workers
to dig deeper into the
underlying motivations
behind those decisions.

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why do workers choose to
stay with their current
employers — or leave to
seek opportunities
elsewhere?
© Randstad North America, Inc. 2018 | 4

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workers want performance-based salary increases.
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82% expect pay raises each year in order
for them to stay
55% would leave their jobs if their
employers only gave out raises to keep pace
with inflation, rather than to reward
individual performance

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paid time off reigns supreme.
66% won’t consider job opportunities
that don’t offer at least 10 paid vacation
days annually
49% would work for a bad boss if
they had unlimited vacation time
66% 49%

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flexibility is attractive.
68% would rather have greater workplace
flexibility than pay increases
62% would take jobs they don’t love if that
meant having greater flexibility
36% are considering leaving their current jobs
because they can’t work remotely
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growth opportunities are calling.
58% say their companies don’t
offer enough career growth
opportunities for them to stay
50% don’t believe they will
be promoted in the next 6-12
months
78% say if they were to leave
their current employers today, they
feel confident they could land
better jobs within three months
58% 78%50%

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people make a difference.
90% say having good relationships with supervisors
is important
60% have left jobs in the past, or are considering
leaving their current jobs, because they don't like their
supervisors
58% would stay at jobs with lower salaries if they
had great bosses
74% love working with their colleagues and would
stay at their current companies for this reason
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100%

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“Today’s workers have high
expectations — and the tight talent
market suggests employers should be
listening closely. 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. If the full spectrum of
values — emotional, financial and
lifestyle — aren’t being met, workers
will easily find opportunities
elsewhere.”
Jim Link, Chief Human Resources Officer,
Randstad North America
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in such a tight labor market,
employers must understand what
influences their workers to leave —
and develop management
strategies accordingly.
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key takeaway.
For employers struggling
to improve their retention
rates, striking the right
balance between
investments in employee
development and
investments in perks and
benefits will play a crucial
role in determining success.
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survey methodology.
Research findings are based on a survey conducted
by Research Now on behalf of Randstad US between
July 9-13, 2018. It included 763 respondents over
the age of 18 and a nationally representative sample
balanced by age, gender and region.
Visit Randstad’s workforce360 for additional tips, or
contact a local Randstad consultant.
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