New research from staffing firm OfficeTeam, a Robert Half company, says more than two in five professional office workers would quit, 44 percent, saying they’d leave their current job for one with better pay.
Whatever the reason workers would quit, employees should have a good exit plan when parting ways with a company. In a separate survey of HR managers, 83 percent said the way someone quits affects their future career opportunities.
More women would resign for better pay than men
In terms of gender, 47 percent of women would resign if offered more money elsewhere, compared to 40 percent of men.
Among professionals in the 28 U.S. cities surveyed, those in Des Moines, Cleveland, Philadelphia and Salt Lake City are most attracted by a bigger salary.
“Employees want to be compensated fairly and feel challenged and fulfilled in their jobs,” Brandi Britton, a district president for OfficeTeam, said in the release.
“If higher pay is the primary reason for considering another position, professionals should first see if there is an opportunity to discuss a wage increase in their current role. Employers may be open to negotiation if it means keeping a good worker.”
Britton added, “When an employee decides to leave a company, exiting on good terms is a must. You never know when you might encounter a former colleague later in your career.”
Dos and don’ts when quitting for better pay
OfficeTeam offers workers the following don’ts when quitting a job, along with advice for what to do instead.
Don’t do this
- Make a rash decision
- Tell your boss last
- Leave others in the lurch
- Burn bridges
- Walk before you talk
Do this instead
- Think carefully through the pros and cons of leaving. Have another position lined up first.
- Schedule a meeting with your manager to discuss your resignation before alerting coworkers. Try to give at least two weeks’ notice.
- Tie up loose ends on projects. Offer to help with the transition during your final days.
- Thank colleagues and exchange contact information with those you’d like to keep in your network.
- If an exit interview is offered, provide constructive feedback in a professional manner.
How to develop employee retention strategies
Robert Half also has provided information on retaining employees.
“Succeeding in your employee retention efforts requires you to think about things from the team’s point of view. All employees are different, of course, and each has unique desires and goals. But it’s a safe bet to assume that all of them want to know they are being paid at or above market rates and have good benefits. They want to feel that they are appreciated by their employer and treated fairly. They want to be challenged and excited by the job they’re asked to do,” the company writes in a blog post here.
“An effective employee retention program addresses all of these concerns. But it also goes beyond the basics. In fact, your efforts should start on a new hire’s first day on the job. The training and support you provide from Day One sets the tone for the employee’s tenure at the company and boosts job satisfaction.”
About the Research
The surveys were developed by OfficeTeam and conducted by independent research firms. They include responses from more than 2,800 workers 18 years of age and older and employed in office environments in 28 major U.S. cities, and more than 300 HR managers at U.S. companies with 20 or more employees.
OfficeTeam, a Robert Half company, is the nation’s leading staffing service specializing in the temporary placement of highly skilled office and administrative support professionals. The company has more than 300 locations worldwide. For additional information, visit roberthalf.com/officeteam. Follow roberthalf.com/officeteam/blog for career and management advice.