The Top Reason your Talent is Leaving There’s an interesting notion that has been passed around the halls of corporations by millennials in the last 10 to 15 years that wasn’t as prevalent in the generation prior: “To move up in a company, you need to move on.” Basically, employees are under the belief that upward movement inside the walls of the company they currently work for is next to impossible. The only way to make that next step in their career, they believe, is to take their talents to a company that is offering that movement. Often times, to your competitor. Is this notion real or perceived? Maybe a little bit of both. What is certainly real is the fact that many millennials believe it and aren’t afraid to pack up and go. Moving from one company to another, year over year, isn’t as taboo as it once was. It’s not all about money either. It’s more about opportunity to grow in their career. According to Randstad’s 2015 Employer Branding Survey, 26 percent of people left their last job due to lack of career growth opportunities. Compared to 23 percent who left because of low compensation. Poor leadership? That came in third at 19 percent. How does a company try to hold on to these promising millennials and not lose them to competitors? A great place to start is by outlining your employees’ career paths early on and communicating clearly the goals and expectations for them to move along that path. With a well-defined road to upward movement, millennials are more likely to stay put and be satisfied in their role. If they have no idea what is expected or how to attain the movement they want, they’ll look elsewhere. It’s also a great recruiting tool to have at your disposal. When top talent comes in looking for the opportunity they weren’t afforded elsewhere, having the processes in place to show them how to move up in your company will be a huge selling point. It shows them that, when the time comes, you’re not afraid to move them up… and they won’t have to move on. Sally Andersen Sally Andersen is a Director of Business Development for Oasis. Sally received her Bachelor's degree in Fashion Design from the University of Nebraska at Lincoln. She's lived in Des Moines for eight years, and prior to Oasis, she was the Business Development Representative for Oasis Talent Acquisition. Sally has been married for three years to her husband, Rob, and recently welcomed a new addition to the family, a baby girl named Violet Zoe. In her free time, Sally loves spending time with Violet Zoe, playing with her Chihuahua, Rico, socializing with friends, and traveling as often as possible.