Changing jobs can be a daunting experience and is probably one of the most difficult challenges we face in our careers.

There are a number of factors people should consider and it’s often something that we deliberate over for weeks or even months, while asking ourselves questions such as: Should I stay in this role? What if I don’t like my new job? Will I fit in with their culture and organisational structure?


Data from SEEK has revealed the top reasons for leaving


  • Poor Management attributes to 31% of decisions leading to employees leaving companies, making it the number one reason.
  • Lack of career progression makes up 26% of reasons employees are leaving their jobs, while poor working conditions / environment attributes for 22% and career change making up for 21% of decisions to leave a job.
  • Interestingly, for younger staff it’s a lack of development and progression that often drives their decision to leave, with 18 to 24-year-olds typically staying in a job for less than 2 years.
  • While management is the main reason candidates leave their job, better pay (39%) is the main contributing factor in deciding which next role candidates will accept. 

Sabina Read, SEEK Ambassador & Resident Psychologist, explains;

While talent retention is of the utmost priority to employers, the reality is that many employees seek change within every industry and workplace. Deciding to move jobs, whatever the reason, is a challenging and emotional decision, that can significantly impact wellbeing. So many of us know what we don’t want in a job, but fewer of us are able to articulate what really matters in our work, and how to proactively move towards those goals.

When it comes to making the decision to leave, many know what they’re running from in their jobs, but few are able to articulate where they’re running to. And unless we have a clear understanding of what really matters in our work and how to proactively move towards those goals, we risk finding ourselves in the same situation but just in a different location.”

We all know it’s a tough decision to make, thankfully SEEK have created a handy online quiz that has made the decision-making process a little easier for those asking the question: Should I stay or should I go? 


Think you might have a bad boss? Look out for these Warning Signs!


Working for a horrible boss is not just a situation we might have seen in a movie, it’s a reality that the majority of us are likely to have experienced or been subject to at some stage of our careers. 


According to recent SEEK data:


  • The top 3 characteristics of a bad boss are:
    • They talk down to me / are condescending: 43%
    • They are rude and inconsiderate: 43%
    • They never admit to mistakes: 39%
  • 73% have experienced a bad boss in the past, with 4 in 5 of those stating it makes them want to leave.
  • 1 in 5 (20%) say they are currently experiencing a ‘bad boss’ in their current role.

But what if we could prevent the situation from happening again? To help candidates find out if their next boss is good to work for and with, SEEK with Sabina Read (SEEK resident psychologist and ambassador) has developed five questions that job seekers can ask a potential boss, including:

  • What are some characteristics of current employees who shine in this organisation?
  • Help me understand what’s important in this role aside from skills and experience.
  • What methods of communication work best for you? How do you like to give feedback?
  • Can you give me some examples of times when you have supported the career growth of your employees?
  • How would your employees describe your leadership style?

In addition, Sabina Read, SEEK Brand Ambassador and Resident Psychologist comments:

The costs are high to both professional and personal well-being when the employee-boss match isn’t a good fit. As individuals, our values provide a roadmap to ensure our actions or work are aligned with who we are.

While many are able to park our values at times to get a task done, in the long-term ignoring these values brings resentment and a loss of meaning – like you’re a square peg in a round hole. Job hunting is similar to dating, the boxes may all be ticked but it’s that gut-feeling of likeability, compatibility and cultural fit that is equally important.

My advice is to explore the traits of the past bosses that worked for you and assess whether your needs of a boss-employee relationship have changed or remain the same. Candidates should ask themselves what they are looking for in a boss, is it a mentor, wise elder, inspiring go-getter, team player, independent operator, a person who challenges the status quo, someone who values learning and development or someone whose values align with your own.”.


SEEK is a group of companies with a unified purpose to help people live more fulfilling and productive working lives and help organisations succeed.
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