Here are the top five reasons that UK workers quit their jobs in 2021

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Written By Laura Linham

A lack of motivation is the number one reason that workers across the UK left their jobs in 2021.

A survey of 2,000 adults found that nearly a fifth had left their job due to personal reasons in the previous 12 months, with another 22% having done so in the previous five years.

One out of every ten of them has left in the last six months, with another 16% planning to leave in the coming year.

Working hours that don’t fit with outside commitments and management that isn’t interested in employee well-being are two of the top 30 reasons for quitting.

Before deciding to leave, up to 42% of employees voiced their concerns to their bosses, but only 30% said their situation improved as a result.

The study, which was commissioned by employee experience platform Edenred, also revealed what made people want to stay in a job, such as a manageable workload, flexible hours, and a supportive line manager who values their work.

The top five reasons for people to hand in their notice were:

  • It wasn't motivating

  • I felt overworked

  • The management didn't care about my wellbeing

  • I didn't like the atmosphere

  • The pay was less than I wanted

The top 30 reasons provide employers with a clear indication of what they may need to change or improve in order to avoid losing key employees., said Edenred HR Director Alisdair Seenan.

“The top 30 reasons provide employers with a clear indication of what they may need to change or improve in order to keep key employees from leaving, especially since the results show that many plan to leave in the next year,” he said.

“We believe that employers who invest time and resources to help employees deal with the challenges they may face in 2022, such as rising living costs and the pandemic disrupting the working environment, will attract and retain the best people.”

Other reasons given by those who responded to the survey were:

  • I had a rude boss

  • There was no room to progress

  • It was boring

  • It wasn't the career I wanted

  • I had been there too long

  • The working hours didn't suit my lifestyle

  • I didn't like my day to day tasks

  • The commute was a pain

  • I didn't feel welcomed

  • I worked overtime for no extra pay

  • There were no perks or bonuses

  • I moved cities

  • I didn't get on with my team

  • There was no training

  • The workplace was outdated

  • I moved further away from the place of work

  • I was refused holiday when I requested it

  • They didn't take the pandemic/lockdown seriously

  • I got head-hunted by another company

  • I was forced to go back into the workplace after lockdown and working from home

  • Lack of holiday days allowed

  • They didn't let me go part time when I asked

  • There was no car parking

  • I decided to go back into education

  • I moved countries

The poll of adults who have ever been employed also found the ‘seven-year itch’ rings true when it comes to jobs, as this was found to be the average amount of time people stay in a role before moving onto something else.

But 43 per cent believe there is currently a ‘great resignation’ happening in the UK with a record number of people leaving their jobs.

Similarly, 64 per cent admitted the Covid19 pandemic had an impact on their decision to leave their job – with half of them realising they didn’t want to stay in their current role.

A further 47 per cent of those polled via OnePoll left their job earlier than planned due to the situation and a fifth said they realised how short life is and therefore want to do a job they enjoy.

Four in 10 know of someone, not including themselves, who left a job during the pandemic.

Although almost two-thirds feel their employer supported them well through the last few months, many believe there is still room for improvements when it comes to financial wellbeing and mental health.

Nine in 10 feel work/life balance is important to their happiness in a job, yet less than half believe their current company understands the importance of this.

Worryingly, only 18 per cent agreed their employer understands the needs of employees and as few as 37 per cent feel their boss supports them in their progression.

Alisdair Seenan added: “Many employers stepped up their support for employees during lockdown with a greater focus on employee well-being and recognition.

“This research highlights further opportunities for employers to build on changes they have made to working patterns to retain good staff and help them thrive at work.

While you don’t necessarily want to ask colleagues directly if they’re looking for a new job, if you want people to stay, it’s important to keep the lines of communications open.

In your next one-to-one, ask people about their role, team, and overall experience. Some questions you might want to ask include:

  • Do you have any feedback on how I can be a better manager?

  • Can you tell me more about some of the challenges you’ve faced in your current role? How can we support you in overcoming those challenges?

  • Do you feel you have everything you need to be successful in your role? If not, how can we get you what you need?

  • Do you feel challenged enough in this role? Are there other responsibilities or areas you’d like to explore within the company?

Starting a dialogue around their current work experience will give you insight into their state of mind — and can help you figure out why they might be ready to leave,” said Fran Berrick, career and leadership coach at Spearmint Coaching.

Constantly taking stock can help make changes to their role that will to entice them to stay. For example, if you find out your employee feels stagnant in their role, you can look for opportunities to expand their responsibilities or assign them a new project.

“People that are talented are always going to have opportunities. You've got to continue to engage those people,” said HR consultant Matthew Burr.

“Most people don't leave jobs. They leave managers or supervisors. If you want to keep job hunting to a minimum, it’s important to do everything you can to support and effectively manage your team. To provide that support, you need to ask them what they need. The more feedback you get from your employees, the easier it is to adjust your management style to best support them — and the more likely it is they’ll want to stay on the team.”