Why People Really Leave — And What You Can Do About It

Introduction: The Great Resignation Wasn’t Just About Money

According to Personnel Today, 23% of UK workers are considering leaving their jobs shortly after joining, a 3% increase from 2023. This data suggests a rising attrition rate, with a significant number of employees planning to leave their current roles.

The workforce seeks more than just compensation; they crave connection, clear guidance, meaningful development, and recognition that extends beyond financial rewards.

This blog dives into the factors that drive people to leave. More importantly, it offers practical, actionable ways organisations can strengthen engagement, build loyalty and create a workplace where people want to stay.

Myth Busting: It’s Not Just About the Paycheque

While salary plays a role, long-term employee retention is driven more by job satisfaction, a sense of purpose, work-life balance, opportunities for growth, and a positive workforce culture.

Industry research consistently points to three key drivers of retention: growth, feedback, and purpose.

• Growth opportunities keep employees engaged and motivated by offering clear paths for advancement and skill development. This not only boosts satisfaction and loyalty but also drives productivity and innovation.

• Frequent, constructive feedback strengthens engagement. Gallup reports that 80% of employees who received meaningful feedback in the past week were fully engaged, and companies with regular feedback practices see lower turnover.

• A sense of purpose strongly correlates with retention. Employees who find meaning in their work are more satisfied, committed, and less likely to leave.

The Real Drivers of Attrition

Breakdown of key non-financial reasons for employee exits:

• Lack of career visibility – When career paths are unclear and recognition is scarce, employees can feel stagnant and undervalued, prompting them to look elsewhere.

• Weak performance conversations – Infrequent or ineffective feedback leaves employees unsure about how to improve or progress, resulting in decreased engagement. Clear expectations, regular feedback, and documented support are essential.

• Underdeveloped internal mobility – Limited chances for promotions or skill development make employees feel their talents are wasted.

• Poorly supported managers – Employees often leave because of their managers, not the company. Without the right training, resources, and support, leaders struggle to earn trust and keep their teams.

• Lack of personalisation in L&D – One-size-fits-all training fails to meet individual career goals. Employees seek employers who invest in tailored growth opportunities.

Retention Starts With Insight — Literally

Talent is no longer retained by pay alone. Today’s workforce is driven by purpose, growth, and a clear sense of where they’re headed. When people can’t see their future within your organisation, they’ll look for it somewhere else.

That’s why clarity and insight into career development aren’t just nice to have; they’re essential to retention. Employees need to understand how their current performance connects to future opportunities. And leaders need visibility into potential, progress, and development gaps across teams.

To bridge the gap, organisations need tools that unify performance, learning, and progression into one cohesive experience. It’s not about ticking boxes, it's about building a culture where people can see their next step, feel supported to take it, and stay engaged for the long term.

Myrus: Linking Learning, Performance and Progression

In a world where employee development is more critical than ever, Myrus stands out as the platform that doesn’t just support learning and performance, it connects them. By aligning personalised learning journeys with real-time performance data and growth goals, Myrus makes the future visible for individuals, managers, and organisations alike.

Myrus creates a clear line of sight from everyday learning to long-term career development, empowering employees to own their growth, while giving managers and HR the insight they need to lead with purpose.

Key features include:

• Personalised learning journeys – Tailored pathways keep employees engaged, developing the skills that matter most, both to them and the business.

• Competency tracking and skills gap identification – Go beyond course completions. Myrus surfaces real capability data, highlighting strengths and revealing hidden gaps, before they become blockers.

• Manager dashboards for coaching conversations – Support meaningful one-to-ones with live insight into performance, progress, and potential.

• Integrated performance and development goals – Align individual aspirations with team and organisational objectives. When goals are connected, growth becomes measurable and meaningful.

Stop Guessing. Start Retaining.

Retention isn’t random — it’s built through development, visibility and momentum.

Discover how Myrus can help your teams build futures worth staying for.

Ready to make development your competitive advantage? Book a Myrus demo today and discover how to keep your best people.

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