Our role within Jenrick means that every day we are speaking to hundreds of people who are seeking to develop their career. This provides us with a unique insight into what drives someone to look for a new role, or as we refer to it as their 'motivation to move.' When we are asked about this subject, it is always assumed that money is the key driver for someone changing jobs, however we weren't so certain and it made us question our own assumptions as to why individuals ask us to help them move to another job. The more we thought about this topic, we realised how it related to the numerous research papers on subjects such as 'the War on Talent' and 'Employee Engagement' and by gaining a greater understanding of an individual's motivation to move, it may also shed further light on these other subjects too.

So we decided to put this assumption to the test by keeping a much more accurate track of what people described as their primary 'motivation to move.'

The information we discovered was extremely eye-opening and will prove incredibly helpful for companies and individuals alike, as it provides everyone with a more accurate insight into what leads an individual to feel as though they have to leave their current organisation in order to find a more fulfilling career. We gained so much valuable information that we have chosen to release a series of articles over the coming weeks, with each article focussing on two of the points that were raised with us. Here are the first two key factors that have prompted people to look for a new role...

Corporate uncertainty

We encountered this reason time and time again as people explained to us that events such as mergers, takeovers or internal company reorganisations had led to a 'turbulent' and 'uncertain' feeling within their current work environment. They expressed that the amount of change, coupled with a lack of communication, was leaving them feeling uncertain about where they stood within the organisation and what their immediate and longer term career path looked like. Naturally, mergers and acquisitions are not that common, but clearly can cause a massive amount of disruption and uncertainty. However, it was the amount of people who commented on the uncertainty caused by internal organisational change, which is happening in abundance, that caused us to take particular note. They frequently mentioned about how their team or department was constantly in a state of flux, or that their manager or department head kept changing, or even how the constant reshuffles meant that they were being shifted from one project to another, without ever being able to gain any momentum. In all, it left them feeling very 'up in the air' and uncertain about their future direction within their company. As you can imagine, this factor became even more important to people who had a family to consider.

Not being challenged

This was definitely another key factor that came through in many of the conversations we had with people looking for a new job. It was expressed using a combination of different words or phrases; some said 'bored,' others would describe their role as 'stagnant,' whilst other people would refer to as 'stuck in a routine.' These traits would also be described as 'being in a comfort zone' or that there was a 'lack of progression' available within their current role. Whatever individual words were used, it clearly showed that people (or at least the people we come into contact with at Jenrick) want to use their skills, challenge their minds and are extremely keen to learn and develop and express themselves through their work.


In terms of what we've learnt from just evaluating these two motivators to move jobs, it is clear that the first objective needs to ensure that more emphasis is placed on the adoption of much clearer and more regular communication regarding any change that is happening within the organisation if the goal is to maintain the engagement (and therefore productivity) of the existing team. The second area that we discussed, regarding personal / professional development, clearly shows that good employees want to be challenged and developed – they want to be given the opportunity to add value to the organisation they work for – which can only be a good thing. That draws us to the end our first article on this subject. We hope you have found these first two points very useful in gaining a greater understanding as to why people want to move jobs. We look forward to releasing the next article, containing more great insights, in the very near future. IMAGE SOURCES: thecontingency.com and wikipedia.org