Multiple young adults are pondering a switch in their employment positions
In a recent study conducted by Forsa on behalf of Xing, seven percent of socially insured employees in Germany are planning to change their employer, while an additional 29% are open to the idea but have not yet taken concrete steps [1]. The study highlights several key factors influencing this job switching trend, particularly among younger generations.
One of the primary reasons for employees considering a job change is salary, with 51% citing it as a major factor [1]. Opportunities for advancement and support from supervisors are also important, although they rank secondary to salary. Poor internal communication is a strong driver of turnover, with 41% of respondents citing it as a major factor [1]. Effective communication is closely linked to employee retention, with 76% of employees who rate communication as excellent being very likely to stay, compared to only 20% with poor communication [1].
Women are particularly influenced by dissatisfaction with direct supervision in considering a job change [2]. Improving working conditions within an organization, rather than tasks and activities, is key to retaining employees [3]. This includes workplace culture, leadership, flexibility, work-life balance, stress and wellbeing, and gender equality and diversity.
Flexibility, such as remote/hybrid work, asynchronous scheduling, location independence, customized hours, and options like part-time or job sharing, is increasingly a top priority for retention [1][5]. A positive work environment and fair compensation are crucial factors in an employee's choice of employer [1].
Bernd Slaghuis, a business coach from Cologne, attributes the changing job switching trends to the influence of the corona crisis, as employees are no longer willing to accept unsuitable conditions, poor leadership, or lack of development [4]. More than a third (36%) of the respondents are at least open to changing their employer this year [1].
Employers can improve working conditions and retain employees by prioritizing flexibility, effective communication, employee participation, appreciation, and addressing individual needs [2][5]. Other strategies include improving internal communication to build trust and reduce turnover risk [4], promoting participative leadership and recognition to enhance workplace culture and employee satisfaction [2], and clarifying job postings with transparent salary, workplace culture information, and leadership accessibility to attract and retain talent [2].
Adopting progressive work time models like the 4-day week can support wellbeing without productivity loss [3]. Embedding gender equality and diversity as strategic priorities can help dismantle barriers and foster an inclusive environment [2].
By responding to these factors with worker-centered policies, employers in Germany can better retain younger employees who increasingly prioritize these attributes over traditional benefits like salary alone. This aligns with broader societal and technological shifts toward work models that are less location- and time-bound [1][5].
The Forsa Study 2025 on Job Switching Intentions is a regular survey conducted by Forsa on behalf of Xing, covering topics like job satisfaction, willingness to switch jobs, and future prospects for employers [1]. Among 18-29 year-olds, almost half (48%) have a basic willingness to change jobs, with 10% planning to leave already [1]. Men are more likely to switch jobs due to limited promotion opportunities or a desire for a change [1]. For 30% of those willing to change, there are no or few promotion opportunities [1].
Overall, the study highlights the importance of creating a positive, flexible, and inclusive work environment to retain employees in Germany. Employers who prioritize these factors can expect to see improved employee satisfaction, reduced turnover, and a more productive and engaged workforce.
References:
- Forsa Study 2025 on Job Switching Intentions
- Germany's Changing Job Market: A Focus on Flexibility, Communication, and Meaningful Work
- The 4-Day Work Week: A Solution for Stress and Wellbeing?
- Improving Internal Communication for Employee Retention
- The New World of Work: Flexibility, Communication, and Meaningful Work
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