Why do people in Poland leave their jobs?

The ability for employees to seek new opportunities is something of a double-edged sword: while it fosters individual growth and potentially leads to better working conditions, it also imposes costs on employers, potentially destabilizing organizations if turnover becomes too frequent. Therefore, understanding the motivations behind why people in Poland leave their jobs is crucial for businesses aiming to retain talent and maintain stability. To shed light on this, LiveCareer Poland conducted a survey involving 1,358 individuals, exploring their reasons for changing employers, and what factors might keep them in their current positions.

How often do Polish people change their jobs?

The survey revealed that job mobility is a common phenomenon in Poland. A significant 84% of respondents have changed jobs at least once in their lives, while 69% have even switched professions or industries. These figures indicate a dynamic job market where employees are not only willing but also frequently compelled to explore new opportunities. This trend raises questions about the underlying reasons driving such high levels of mobility.

The primary motivation: Escaping the present

For many Polish workers, changing jobs is often driven by a need to escape from their current situation. The survey found that 38% of respondents identified this need as their main motivation for seeking a new job. This desire to "escape" could stem from various factors, such as:

• dissatisfaction with the current workplace environment,
• inadequate compensation,
• lack of career progression,
• or a mismatch between personal values and company culture.

The job search process: How do Poles find new jobs?

When it comes to finding new employment, Polish workers rely on a variety of methods.

The most common approach, used by 39% of those who have changed jobs, is to search job portals. These platforms offer a convenient way to browse numerous opportunities and find roles that align with personal and professional goals.

Additionally, 26% of respondents prefer to contact potential employers directly, demonstrating a proactive approach to job hunting.

Networking also plays a crucial role, with 18% of job changers leveraging their acquaintances to secure new positions.

What matters most during a job selection?

The decision to change jobs is influenced by several key factors.

Unsurprisingly, salary tops the list, with 81% of respondents citing it as the most important consideration when looking for a new job. This focus on financial compensation highlights the importance of competitive pay in retaining employees. However, salary is not the only factor at play. The company atmosphere, noted by 58% of respondents, plays a significant role in job satisfaction. A positive, supportive work environment can substantially affect an employee's decision to stay or leave.

Location is another critical factor, with 49% of respondents indicating its importance. The convenience of the workplace's location can affect an employee's work-life balance and overall job satisfaction. Additionally, employee benefits (22%) and the type of employment contract (21%) also influence job choices, reflecting a broader interest in job security and work-life quality.

Why do some people hesitate to change their workplace?

Despite the high levels of job mobility, not all Polish workers are eager to leave their current positions. About 40% of those currently employed expressed a desire to find a new job, indicating that a substantial portion of the workforce is either content or hesitant to move. The survey identified several key factors that contribute to this reluctance.

The most significant factor is the lack of better job offers, with 36% of respondents citing this as a reason for staying put. This suggests that while many are open to change, they are unwilling to move unless a clearly superior opportunity presents itself. Financial concerns also play a crucial role, with 26% of respondents worried about the potential financial instability that might accompany a job change. Lastly, loyalty to the current employer is a factor for 14% of employees. This loyalty could stem from long-term relationships, a strong alignment with the company's values, or a deep sense of commitment to their work and colleagues.