Wayne Brophy

Mar 06, 2023

Most common reasons to leave a job? Our 2023 Salary Guide uncovers the most influential factors


Within any organisation’s recruitment strategy, retention should be treated with as much importance as talent attraction. However, it’s often overlooked in favour of getting those new hires through the door.

Looking at satisfaction levels among your existing employees can help you understand what motivates your teams, and what pushes employees to think about leaving.

Crucially, it can help you answer that golden question – what do employees really want? And what are the reasons to leave a job in the first place? If you can get your offer just right, you could gain a vital competitive advantage in the war for talent.

In our CAST UK 2023 Salary and Benefits Guide, we took a closer look at the reasons to leave a job. We conducted an extensive candidate experience survey of professionals across multiple sectors. This included procurement and purchasing, supply chain, logistics, transport and warehousing, HR, and buying and merchandising.

Our aim was to gain insights into what professionals in these sectors really want in 2023, and what they don’t. The results make for fascinating reading, as they reveal what really matters to them – and what employers are getting wrong.

The results

Unsurprisingly, an uncompetitive salary was at the top of the list of reasons to leave a job. This was most prominent within the supply chain specialism, with around 48% of survey respondents ticking this particular box. People working within HR are less affected by this issue, with just over 27% selecting it.

Money isn’t the only motivator or de-motivator in this case. Our research team also discovered a number of other factors influencing attrition, which varied by specialism;


Procurement and purchasing:

1st: Feeling undervalued in their current role (23%)

2nd: Company culture/ethos (9.5%)

3rd: Not getting along with colleague or boss (4.7%)

4th: Needing a new challenge (4.2%).

Supply chain:

1st: Feeling undervalued in their current role (14%)

2nd: Needing a new challenge (12%)

3rd: Company culture/ethos (8%).

4th: COVID-secure measures not in place (6%).

Logistics, transport and warehousing:

1st: Feeling undervalued in their current role (19%)

2nd: Company culture/ethos (9%)

3rd:  Not getting along with a colleague or manager (8%)

4th: Change of location (6%).

Buying and merchandising:

1st: Change of location (20%)

2nd: Company culture/ethos (11%)

3rd: Unsuitable flexible working options (10%)

4th: COVID-secure measures not in place (8%).

HR and people:

1st: Feeling undervalued in their current role (27%)

2nd: Company culture/ethos (14%)

3rd: Not getting along with a colleague or manager (7%)

4th: Change of location (7%).

When looking at the reasons to leave a job, certain factors emerged as recurring themes.

One example is the feeling of being undervalued in their current role. Employees who don’t feel valued or appreciated for their contributions are more likely to become dissatisfied and therefore seek out new opportunities. This could also tie in with the need for a new challenge, as individuals may feel that they have outgrown their current role and are no longer being challenged or being given opportunities to grow.

If employees are not recognised for their efforts or given opportunities to progress, the risk of stagnation is high. This can lead to a lack of motivation, decreased job satisfaction, and ultimately deciding to leave the organisation. It’s important for employers to provide regular feedback to their employees, recognise their contributions, and offer opportunities for professional development and growth. By doing so, organisations can help to retain their best employees and foster a more positive work environment.


See the full findings of our insight-rich candidate experience survey by downloading the CAST UK Salary and Benefits Guide 2023. You’ll also learn about current hiring trends, salary benchmarks and the most in-demand benefits.


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