Stress is one the biggest reasons U.S. employees quit their jobs. At least that’s the latest finding from the Randstad Engagement study.
Randstad surveyed more than 2,000 American workers about the most likely reasons they would leave their current position. When asked to select up to three out of 10 possible factors that might push an employee to leave their job —including excessive workload and difficult working relationships — a high stress level (24%) was the third most selected reason. Pay (37%) and opportunity for advancement (27%) were the top two reasons.
“As our nation continues to recover from the Great Recession, workplace stress has become the norm for many American workers who struggle with increased workloads, constant connectivity and poor work-life balance,” Jim Link, chief HR officer at Randstad North America, said. “This has become an issue of concern for employers nationwide, as it not only affects employee morale, but also a company’s bottom line. The American Psychological Association estimated that job stress costs U.S. businesses more than $300 billion a year in absenteeism, turnover, diminished productivity and healthcare costs.”
Survey results also revealed how workplace stress negatively affects gender and age. At 27 percent, women cited a high stress level as a top reason to leave their current job, compared to 22 percent of men. And one quarter (25%) of Millennial employees said stress is a likely reason they would leave their current organization. Generation X and Baby Boomers weren’t far behind with this reasoning at 24 percent each.
“It’s crucial for managers to understand there is not a one-size-fits-all approach to addressing the problem of stress in the workplace, and some employees are more susceptible to stress than others,” Link said. “The good news about workplace stress is that it can be managed, especially when employers provide support – and that starts with being well-connected to your workers. Companies can impact employee stress by communicating regularly with workers to identify their concerns and establishing wellness programs that make healthy stress management a top priority across the organization.”