cnbc.com
Lack of Career Growth, Not Low Pay, Drives High U.S. Employee Turnover
A new Harvard study reveals that lack of career growth opportunities, encompassing both professional and personal aspirations, is the main reason for high employee turnover in the U.S., exceeding the impact of low pay or poor benefits, with 3.3 million workers quitting in October 2024 alone.
- How can managers utilize the findings of this study to improve employee retention and productivity?
- Harvard researchers found that career growth opportunities, encompassing both professional and personal goals, are the primary driver of employee turnover, outweighing factors like pay or benefits.
- What is the primary factor driving high employee turnover rates in the U.S., according to a recent Harvard study?
- In October 2024, 3.3 million U.S. workers quit their jobs, a significant number despite a slowdown from the peak of the "Great Resignation.
- What are the long-term implications of failing to address the underlying causes of employee turnover identified in this research?
- The study emphasizes the need for proactive management strategies, including regular check-ins focused on employee motivations and aligning personal goals with job responsibilities, to improve retention.
Cognitive Concepts
Framing Bias
The article frames the Great Resignation primarily through the lens of the Harvard study, positioning the lack of career growth opportunities as the central cause. This framing is evident from the introduction, which sets the stage by contrasting the commonly cited reasons (low pay, long hours, etc.) with the study's findings. The emphasis on the study's conclusions throughout the article reinforces this perspective, potentially overshadowing other important contributing factors.
Language Bias
The language used is generally neutral and objective, reporting the findings of the Harvard study without overtly loaded terms. The article uses phrases such as "lackluster benefits" and "dead-end roles," which are descriptive rather than judgmental. The use of quotes from the authors and the inclusion of the study title adds to the objectivity.
Bias by Omission
The article focuses heavily on the Harvard study's findings regarding career growth as the primary driver of the Great Resignation, potentially overlooking other contributing factors like pay, benefits, or work-life balance that have been widely discussed in other research and media. While acknowledging low pay, long hours, and lackluster benefits as commonly cited reasons, the article doesn't delve into these aspects deeply, instead centering the narrative on the study's conclusions. This omission could leave readers with an incomplete understanding of the multifaceted reasons behind the Great Resignation.
False Dichotomy
The article doesn't explicitly present a false dichotomy, but it implicitly emphasizes career growth as the overriding factor while downplaying the significance of other contributing elements. By highlighting the Harvard study's findings prominently, it might inadvertently create an impression that career progression is the sole or most significant driver, overshadowing the complex interplay of factors involved.
Sustainable Development Goals
The article highlights that a significant number of Americans are quitting their jobs due to lack of career growth opportunities, low pay, long hours, and poor benefits. This directly impacts SDG 8 (Decent Work and Economic Growth) by reducing workforce stability, hindering productivity, and potentially increasing income inequality.