Top 4 motivators for changing careers

Top 4 Motivators For Changing Careers

Changing careers has become a more regular occurrence in the current hot job market. Faced with a booming economy and a drive to learn, grow and earn more, employees worldwide are open to new opportunities and for lots of diverse reasons. We live in an era when careers are no longer linear and out-of-the-box work situations are more plentiful. And switching careers provides new challenges and broadens individual skills and professional perspectives, which is very appealing. 

Let’s explore the top four reasons why people choose to transition to a new role.

1. No opportunity to grow where they are 

According to this LinkedIn study, 45% of the 10,000 employees who participated in the research said they left jobs because they were “concerned about the lack of opportunities for advancement.” People are looking for personal satisfaction, ongoing challenge, and individual development at work. They want to contribute to the future of their organization and see their impact on company results. We all want to feel that our professional lives are meaningful, so we will change jobs when we don’t believe we have that in our current situation. Our work infuses us with purpose and engagement. 

2. Bad managers and a poor environment

Another common reason people change companies or switch careers entirely is due to poor management. When we are unhappy with management or feel we are being subjected to a bad environment, these conditions; like compensation, a lack of recognition or a stressful environment, will motivate us to move on. We become more ‘recruitable’, any often will actively look elsewhere for something better. Everyone wants to feel valued and appreciated.  It’s important for employers to hire and train great managers and to create the right culture in their workplace.

Interestingly, Harvard Business Review published a report suggesting that people leave jobs because of a combination of a bad boss and little room to grow. The authors suggest that a key reason for employee dissatisfaction was that their bosses did not recognize their potential and encourage them to grow. When a person feels stifled and undervalued, they are more likely to dislike their bosses and their workplace. 

3. Flexibility

More and more workers are looking for their company to accommodate their family life and personal goals. They want the opportunity to work fewer hours, work from home and have the flexibility to change their schedules. People prioritize a work-life balance over their paycheck.  They may want to travel, take care of family or have personal aspirations that require a bit of extra time. There is a clear trend in workplace flexibility, and its benefits are wide-ranging for a happy workforce.

This study found that 73% of employees said that workplace flexibility improved their job satisfaction, and 78% said it made them more productive. That study also estimates that 36% of employees are likely to leave their current job because it lacks flexible work arrangements.

4. New goals, new ideas

Some people will have a change of heart at some point in their careers.  They may want to retrain or shift toward a new career for newfound passions. With entrepreneurship on the rise, people are pursuing side gigs and leaving traditional career paths for more unconventional opportunities. They are also looking for ways to give back and will turn to a heart job that provides them as part of their regular workday.  It’s becoming more common for people to have discovered a new skill they want to develop. With this new outlook, people are more willing to pursue personally meaningful employment to achieve a new goal. 

The bottom line is that keeping employees happy is a mix of providing them with opportunity, challenge, recognition, and flexibility.  Paying them well and ensuring they are being challenged will provide for a work culture that keeps them happy and engaged for a longer period of time. Giving them an opportunity to give back and to see their impact is another level of culture that assures individual job satisfaction stays at a higher level.