Survey: Why Do People Quit Their Jobs?

Why Employees Leave: Research Summary

66% of employees cite financial reasons as the leading cause for leaving their jobs, highlighting the importance of compensation.
Only 18% of respondents indicated a company’s social impact as a reason for quitting, making it the least common factor.
The second most prevalent reasons for resignation include toxic coworkers and poor management, both reported by 63% of respondents.
Additionally, 64% of employees admit to contemplating quitting their jobs at some point.

What drives good employees to resign?

Is it solely financial incentives or the allure of a prestigious title? Perhaps they yearn for something more profound, such as a healthy work-life balance or fulfilling work. The saying, “people don’t quit jobs, they quit managers,” remains relevant.

We conducted a survey of 2,000 U.S. workers to gain insights into the factors motivating them to resign and what might encourage them to stay.

The findings reveal that while money is a significant motivator, it is not the only reason prompting employees to update their resumes.

Quick Facts

Quitting Facts
Other Notable Findings

42% of employees report they would never resign without securing another job first.
Meanwhile, 22% feel confident they can find another job soon if they decide to quit, while 36% would leave regardless of their job search status.
A majority of workers, 60%, have never made an impulsive decision to quit a job.
However, 15% of employees are planning to resign within the next three months.
States like Massachusetts, Ohio, and South Dakota emphasize living well rather than merely working.
West Coast states, particularly California, Washington, and Oregon, face significant issues with employee dissatisfaction due to poor management.
To improve retention in New Jersey, organizations should focus on providing opportunities for advancement!
8 states report that dislike for their work is a key reason for employees leaving their jobs.

Reasons Employees Resign

Given that most individuals work primarily for financial gain, it’s unsurprising that money is the top motivator for job transitions.

However, financial considerations are not the sole reasons for departures. Over 60% of employees acknowledge that an unpleasant work environment, lack of support from management, and disinterest in their tasks accelerate their decision to leave.

Life is fleeting, and being stuck in a job that one despises with coworkers that one does not enjoy can make the hours drag on.

Common Reasons for Job Resignation

Inciting incidents
Mental health considerations
Hostile work environments
Physical health issues
Improved financial situations
Workplace changes
Favoritism at work

Interestingly, many employees report that a single inciting incident can trigger their resignation. While many leave for better opportunities or long-standing dissatisfaction, a specific event can prompt an immediate exit.

This incident could be a significant confrontation or even a dismissive remark. One worker shared, “Once I realized my boss had no respect for me, I knew I had to go.”

We also encountered some unconventional yet amusing responses such as “hungover,” “spring break,” and “the new Call of Duty game.” For those without hefty mortgages or career aspirations, a trip to Panama City Beach might be all the motivation needed to leave.

METHODOLOGY

Zippia.com, a career resource platform, conducted a comprehensive study of 2,000 U.S. workers to analyze why employees resign from their roles.

Participants were asked a series of questions about their motivations for quitting and their job histories. Vermont was excluded from the analysis due to inadequate sample size.

“You Can’t Fire Me, I Quit!”

Media often dramatizes resignations with flashy scenes. While a noteworthy 40% of workers admit to having impulsively quit a job at some point, this is not the norm.

Most employees plan their exits carefully, weighing their options.

In fact, 42% of workers would not leave a job voluntarily without having another offer secured. Financial realities often dictate these choices.

However, even dedicated employees who never consider leaving still think about quitting regularly.

So, what can employers do to retain their workforce? While competitive salaries may help, they are not a panacea for retention challenges.

Many employees leave for multifaceted reasons, primarily stemming from dissatisfaction with their roles or workplace environments.

It can require significant financial investment to foster employee satisfaction. Organizations aiming for retention might find it more effective, albeit more complex, to address cultural issues contributing to high turnover.

Most Common Reasons for Quitting

State	Most Common Reason
Alabama	Money
Alaska	Unpleasant environment
Arizona	Bad boss
Arkansas	Unpleasant environment
California	Bad boss
Colorado	Unpleasant environment
Connecticut	No opportunity
Delaware	Money
Florida	Money
Georgia	Money
Hawaii	Unpleasant environment
Idaho	Unpleasant environment
Illinois	Dislike the work
Indiana	Unpleasant environment
Iowa	Money
Kansas	Unpleasant environment
Kentucky	Dislike the work
Louisiana	Money
Maine	Money
Maryland	Bad boss
Massachusetts	Work-life balance
Michigan	Dislike the work
Minnesota	Money
Mississippi	Bad boss
Missouri	Unpleasant environment
Montana	Unpleasant environment
Nebraska	No opportunity
Nevada	Money
New Hampshire	Dislike the work
New Jersey	No opportunity
New Mexico	Dislike the work
New York	Dislike the work
North Carolina	Money
North Dakota	Unpleasant environment
Ohio	Work-life balance
Oklahoma	Unpleasant environment
Oregon	Bad boss
Pennsylvania	Dislike the work
Rhode Island	Money
South Carolina	Dislike the work
South Dakota	Work-life balance
Tennessee	Bad boss
Texas	Money
Utah	Money
Virginia	Unpleasant environment
Washington	Bad boss
West Virginia	Bad boss
Wisconsin	Money
Wyoming	Bad boss

Author

Kathy Morris

Kathy is the head of content at Zippia with a knack for engaging audiences. Prior to joining Zippia, Kathy worked at Gateway Blend growing audiences across diverse brands. She graduated from Troy University with a degree in Social Science Education.

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