Many employees, especially those with more experience, admit to withholding their true reasons for leaving in exit interviews. The report suggests that third-party assessments often yield more honest feedback and actionable insights for employers.

Discover key motivators such as positive company culture, supportive leadership, growth opportunities, work-life balance, and meaningful work highlighted by the 2025 survey data. These are the strongest drivers keeping top talent engaged and committed to their organisations

Leadership style, emotional intelligence, and communication skills are directly tied to both employee satisfaction and retention rates. Issues like poor communication and lack of inspiration from leaders are among the top reasons employees decide to leave

A strong, authentic company culture  – characterised by teamwork, inclusivity, clear values, and recognition – is the top reason talent stays. It’s also a central consideration for professionals assessing new employers during job searches.

The most frequently cited areas for improvement among leaders include better communication, motivating and inspiring teams, emotional intelligence, providing clear career paths, fairness in recognition, and enabling employee autonomy.

The leading causes for departure are poor leadership or management, toxic workplace culture, limited growth opportunities, compensation issues, lack of recognition, and burnout. The survey indicates that people are more likely to leave people (leaders), not just jobs.

Employees who perceive their pay as fair and market-related are significantly more likely to have clear, measurable KPIs. In contrast, employees who feel underpaid or lack clear KPIs are at a higher risk of disengagement and turnover.

Strategies include investing in leadership development programs, strengthening communication, providing clear career development paths, increasing empathy and emotional intelligence, and fostering a people-centered culture.

Candidates prioritise authentic leadership, transparency, inclusivity, work-life balance, wellbeing initiatives, professional growth opportunities, and positive team dynamics. They assess these through direct questions, observations during interviews, and discussions with current or former employees.