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70% of your employees are looking to leave jobs. Why? Part 1

Posted by Vy Huynh on Nov 14, 2014 11:30:00 AM


"Engaged employees have well-defined roles in the organization, make strong contributions, are actively connected to their larger team and organization, and are continuously progressing" Gallup reports.

However, a recent Gallup survey showed that 70% of employees are “not engaged” or “actively disengaged” from their work. That’s bad news for companies already struggling to hire and retain talented employees, because "engaged employees are the ones who are the most likely to drive the innovation, growth, and revenue that their companies desperately need" Gallup said.


It means that up to 70% of your employees do not put all of their effort on working and contributing to the company, 70% of your employees are wasting the company’s time and money.

A survey done by CareerBuilder revealed that:

  • 74% of employees are either actively searching for a new job or are open to new opportunities
  • Nearly 35% of employees begin preparing for their next job within weeks of starting a new one
  • 24% of employees say job searching is a regular part of their weekly activities
  • 69% of employees say searching for new opportunities is part of their "regular routine," with 24% of employees searching as frequently as once a week

So, what makes them leave their current job?

One popular belief is that the main reason people leave their current jobs are because of salary, interest in a new industry, promotion, time for a change …they are all correct, but they are not the main reasons. According to a Gallup survey, Profiles International study and discussion between HR Experts & participants at the 2nd International Talent Assessment & Development Conference 2014, a bad boss or supervisor, the environment their boss creates and how they feel they've been treated and lack of jobfit are the REAL reasons  people leave their job.

This article will look at 2 key reasons your employees are leaving your organisation: lack of jobfit and bad bosses

Lack of jobfit

A number of studies suggested that one of the main reasons for high turnover is lack of job fit.

http://blog.readytomanage.com/wp-content/uploads/2014/02/job-fit.jpgSo, what is jobfit?

It’s the degree of congruence between an individual’s strengths, needs, and wants in a particular job, and work environment. When interests align, the employee and the organization experience a good job fit. Based on identifying innate personality traits, abilities, and behaviours, assessing for job fit determines if a person CAN do a job, HOW they will do a job, and if they will ENJOY the position. Every individual is motivated and driven by different influences. Job fit outlines the unique job-related qualities that make a person productive.” Profiles International.

In short, if employees have the abilities, behaviours and interests that fit the job’s characteristics and the organisation’s working environment, they will love their job, contribute more and engage more. The bad news is employees themselves often do not understand jobfit. The natural behaviour is when you need a job, you research for a position that matches with your educational background, your previous working experiences or a position that you think you are a good candidate for.

Jobfit is not a “nice-to-have”. It has been proven, many times over, that jobfit is a key to success, it positively effects performance, eliminates wrong hiring costs, lessens turnover and can even be used to attract talent. Poor jobfit has been associated with job dissatisfaction, higher levels of job-related stress, and intentions to leave the organisation (Lovelace and Rosen, 1996) .

If your organisation can put the right people in the right job, your organisation will gain many benefits, solve many problems and enables you to capitalise on key opportunities.

Retention & Turnover


When your staff are happy and fulfilled with their work, they are less likely to switch their job. Studies have shown that retention rates are higher where job fit is employed in both the initial selection process and in continuing career development.

Succession Planning

Jobfit helps you determine who else in the organization has traits similar to those in key positions.

Attracting Talent

Being an organisation committed to people and

providing meaningful work will help you attract star talent.

Recruitment & Selection


Jobfit assessments help you filter out applicants that aren’t good matches so that you can focus on those that are. Providing jobfit information to potential candidates also helps discourage poor fits early in the process and motivates good jobfits to action.


When people are matched (or fit) with the job that makes the most of their natural talents and is in sync with their passions, productivity increases.

Doing More With Less

Employees stand a far greater chance of being able to take on additional work if the work is in keeping with their natural talents.

Think about it, jobfit matters. Besides the usual retention why not do some assessments to identify whether your employees fit with their current job or whether they may fit better with other positions in your organisation.

In part 2, we will consider the relationship between a bad boss and turnover rates.

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Topics: turnover rate, job fit, leave job

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    Rick Yvanovich
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    With the Profiles International South East Asia Blog, it is our mission to help organizational leaders and HR professionals improve their performance and workforce productivity. 

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