3 in 4 mid-career professionals who quit cite leadership and company culture as reasons | News


Reston, Va., May 04, 2022 (GLOBE NEWSWIRE) — According to the latest Hinge Research Institute (HRI) report, “Navigating the Mid-Career Talent Crisis,” 30% of mid-career professionals (aged 30-45) quit their job in the past year; of these, 30% left without further employment. Frustration with their boss (76%) and a desire for a better workplace culture (72%) were the top two reasons cited by mid-career respondents for quitting.

Resignations show no signs of slowing down. Only 48% of mid-career respondents are satisfied with their current job.

“‘The Big Resignation’ means different things to different people,” said HRI Managing Partner Lee Frederiksen. “For mid-career professionals held accountable for senior leadership strategies while overseeing staff to implement those strategies, it means ‘the big pressure’ that drove them to the exit doors. For senior executives left behind, it means “big judgement” for their leadership style and the toxic culture they have cultivated. In today’s competitive market, where the workforce continues to be tight, companies can no longer afford to ignore the signs of toxic leadership and culture. »

What are the signs of a toxic culture? Report respondents identified what they liked least about their employer’s culture. Almost all (94%) of mid-career respondents indicated that they were uncomfortable sharing their ideas with leadership. Ninety percent rated work that was neither satisfying nor engaging. Eighty-nine percent said their experience failed to advance their careers. Eighty-eight percent said their peers did not treat them with respect.

Company size was also a factor. The larger the size, the more likely mid-career professionals are to be dissatisfied with their jobs.

When asked which programs would make a positive difference, respondents cited mental health days, DEI programs, and public recognition as the top three.

Given the importance of culture for seasoned talent, companies must not only create and reinforce an engaging culture, but also make that culture visible and evident in the channels and platforms that mid-career candidates use to discover the culture of a company. Candidates most often use the company website (77%), social media (61%) and Glassdoor (58%).

Companies also need to build their presence on platforms used by mid-career talent to seek other jobs: LinkedIn (used by 82%), job search websites (54%), and job search websites. businesses (49%).

More than 284 professionals from the professional services industry participated in this study. Mid-career employees are defined as a manager, senior executive, or project leader/manager.

Access the study here: [link needed]

About Hinge Research Institute: We conduct and publish independent research on professional services firms to uncover the marketing strategies of high-growth firms and provide B2B companies and associations with the data and insights they need to understand and take advantage of the professional services industry.


Navigating the Mid-Career Talent Crisis: Report for Professional Services

Rowena Figueroa Hinge 571-207-6714 rfigueroa@hingemarketing.com

Copyright 2022 GlobeNewswire, Inc.


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