Popular Reasons for Changing Jobs in 2026

As we enter January 2026, the U.S. job market continues to evolve following the post-pandemic shifts and the lingering effects of the Great Resignation era. Voluntary turnover rates have stabilized around 13-13.5% in recent years, down significantly from the peaks of 2021-2022, yet surveys reveal persistent dissatisfaction among workers, with many planning moves despite a cooling economy.

Data from sources like Gallup, Mercer, iHire, Resume.org, and others highlight that while fewer employees are quitting outright compared to the height of the Great Resignation, underlying frustrations—particularly around culture, growth, and leadership—remain strong drivers for those considering or making changes. This creates a nuanced landscape where job-switching intentions are high among certain demographics, especially younger workers, even as overall quits have declined by about 17% since 2023.

Compensation and Benefits: Still a Core Motivator, But Declining in Priority

Higher pay and better benefits consistently rank among the top reasons for job changes, though their prominence has slightly waned in recent surveys as other factors gain ground. In 2025 data carrying into 2026, unsatisfactory compensation was cited by 15-29% of quitters or job-seekers, with some studies showing a year-over-year drop in salary as the primary exit reason. For instance, iHire’s 2025 Talent Retention Report noted a 7.3 percentage point decrease in workers quitting primarily for pay compared to 2024, suggesting that while inflation and living costs keep financial incentives relevant, employees are increasingly weighing non-monetary aspects.

Gallup’s ongoing tracking reinforces this, grouping pay/benefits as a frequent individual reason (around 16% in 2024 data) but noting it’s often secondary to broader themes. In a cautious 2026 economy with slower job growth forecasted (e.g., around 57,000 monthly additions in Q1 per Philadelphia Fed surveys), workers may prioritize security, but those switching often secure 7-10% pay premiums, per various reports. This financial pull remains strong for Gen Z and Millennials, who face higher dissatisfaction with current wages (over one-third dissatisfied in Resume.org polls).

Lack of Career Growth and Development Opportunities

Limited advancement paths emerge as one of the most cited reasons for planning or executing job changes in 2026, particularly among younger generations seeking progression amid economic uncertainty. Surveys indicate 18-48% of active job-seekers or recent quitters point to stagnation, with lack of growth opportunities ranking as the top driver in multiple 2025 reports (e.g., 18.8% increase in citations per iHire). Culture Amp’s global data shows career growth as the primary reason for leaving (41% worldwide), a trend echoed in U.S. findings where 74% of Millennials and Gen Z would quit without skill-building options.

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This motivation ties to broader post-pandemic shifts, where employees prioritize long-term potential over immediate stability. In 2026, with AI disrupting roles and skills evolving rapidly (39% of job skills projected to change per some forecasts), workers demand training and clear pathways—those feeling unsupported are 2-3 times more likely to search elsewhere. Employers ignoring this risk higher turnover in knowledge-based sectors.

Toxic Culture, Poor Leadership, and Management Conflicts

A negative or toxic work environment has solidified as a leading cause of departures, often outranking pay in 2025-2026 data. iHire reported 26.8% quitting due to toxic cultures in 2025, followed closely by poor leadership (24.2%) and manager conflicts (22.8%), marking culture as the #1 factor in several surveys. Gallup categorizes “engagement and culture” issues as responsible for 37% of quits, far ahead of other themes, while SHRM and others note 32.4% citing toxicity.

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This reflects heightened awareness of wellbeing post-pandemic, with disrespect, micromanagement, and lack of support eroding trust. Younger workers, especially Gen Z (57% planning moves per Resume.org), are particularly sensitive, often leaving for respectful, inclusive settings. In 2026’s hybrid landscape, remote/onsite mismatches exacerbate these issues.

Work-Life Balance, Burnout, and Wellbeing Concerns

Demands on time and energy continue to drive exits, though citations dipped slightly in 2025 (15-40% range). Burnout and poor balance ranked high, with 15.1-15.5% quitting explicitly for these in iHire data, overlapping with culture complaints. Gallup groups wellbeing/work-life balance as 31% of reasons, totaling 68% when combined with engagement.

In 2026, with ongoing hybrid debates and economic pressures, flexibility remains key—workers value boundaries amid AI efficiencies that could intensify workloads. Healthcare and high-stress fields see elevated rates here.

Generational and Demographic Variations

Intentions to switch vary sharply by age in 2026 data. Gen Z leads with 55-57% planning changes (Resume.org, Employment Hero), driven by growth, pay, and alignment; Millennials follow at 39-45%, Gen X at 29-30%, and Boomers at low single digits. Younger cohorts report higher underemployment and field misalignment, fueling mobility.

Top Reasons by Prevalence (2025 Data Informing 2026 Trends)

Reason	Percentage Range	Primary Demographics	Key Sources
Toxic/Negative Culture	26-32%	All, esp. younger	iHire, SHRM
Lack of Growth/Advancement	18-48%	Gen Z/Millennials	Culture Amp, iHire
Poor Leadership/Manager Issues	22-39%	Broad	Gallup, iHire
Compensation/Benefits	15-29%	Gen Z/Millennials	Resume.org, Gallup
Work-Life Balance/Burnout	15-40%	All	Gallup, iHire

Reasons overlap significantly.

Key Takeaways for 2026

In early 2026, popular reasons for changing jobs revolve around culture and leadership toxicity, limited growth, compensation, and balance/burnout—with statistics showing non-financial factors dominating 60-70% of decisions per Gallup groupings. Turnover has cooled to ~13%, but 41-51% of workers (esp. younger) eye moves amid uncertainty.