08 Sep Why They Leave: 2025 Report
Companies have tried novel tactics to lure talent, including kombucha on tap, nap pods, and “hangover leave”. Yet the latest survey evidence suggests something more prosaic: the basics matter most when it comes to why employees join, stay, or leave an organization. According to our Reputation Leaders Reputation Pulse (July 2025), Americans rank salary, work-life balance, and job security as the top 3 reasons to join a firm.
But the picture changes when employees walk out the door. Not only salary and job security drive exits, but also the quieter, harder-to-measure erosion of team culture and productivity. People stay for stability; they leave when the day-to-day experience of the job or team turns sour. This distinction shows why investment in perks without fixing structural fundamentals is wasted, and why “culture” can no longer be dismissed as soft. How staff are treated matters, as word of mouth recommendation, both in person and amplified through platforms like Glassdoor, is a prominent shaper of your credibility as an employer.
For the next generation of talent, the website is no longer the sole place to assess employer reputations; social media and Glassdoor play a bigger role. In all cases, the employer brand is less about advertising than about lived reality. Those who treat employees well, balance workloads, and maintain trust will find their best recruitment tool is not an expensive campaign, but the quiet advocacy of their own people.
For CEOs, HR leaders, and consultants, the message is clear: gimmicks won’t fix a talent leak. Employers must manage, compensate, and behave well—their employer brand and their current and future talent pool depend on it.
To see all the factors driving talent attraction and retention download the full Why They Leave Report here.