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Understand why an employee leaves his or her job.

If you’re wondering why so many people leave their jobs, here are the top answers based on various studies on why people leave their jobs.

Having a strategy for listening to employees, tracking employee experience data, implementing employee experience best practices, and optimizing the overall employee experience are steps organizations can take to boost employee retention. Particularly when labor is scarce, employee turnover is a challenge faced by all companies, which can disrupt business operations and therefore impact the customer experience.


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That’s why understanding why good employees leave-and what organizations can do to prevent churn in the future-is essential for companies looking to gain a competitive advantage. Employee experience measurement platforms like Allswers help understand employee engagement and anticipate employee churn.

But that doesn’t stop the fact that there has been a clear trend change. Thus, according to data from the InfoJobs study on job abandonment in Spain, up to 23% of Spanish workers considered leaving their jobs in 2021, and 27% plan to do so in 2022.

For these 27% of workers, the main reasons for leaving their jobs are: mental health (32%), economic conditions (27%), the experience of doing something different (26%) and work-life balance (24%).

At a global level, different studies have identified the reasons why good workers leave, coinciding to a large extent with those pointed out by Infojobs. Here is the ranking of the most common reasons why people leave their jobs, according to the responses to the various surveys, in order of importance we highlight (1) their job in general, (2) the workload, (3) concern about pay equity, (4) not feeling appreciated, and (5) having few opportunities for career advancement.

For all these reasons, in this environment of increased job abandonment, active listening to employees is undoubtedly a critical task for companies.