Bad bosses, not money, are driving AEC professionals to leave their jobs

According to a new survey conducted by Morrissey Goodale LLC, nearly a quarter (24%) of AEC firm leaders reported that a poor relationship with the boss was the primary reason why their latest key hires left their previous firms.

10/13/2014


Reasons why AEC professionals choose to leave their jobs. Courtesy: CFE Media.

Turns out it’s not all about the money—at least when it comes to what drives professionals in the architecture, engineering, and construction (AEC) industry to change employers. According to a new survey conducted by Morrissey Goodale LLC, a management consulting and research firm to the AEC industry, nearly a quarter (24%) of AEC firm leaders reported that a poor relationship with the boss was the primary reason why their latest key hires left their previous firms.

Close behind as the primary motivating factor that spurred new hires to leave their previous jobs was a lack of advancement opportunities, which was cited by 21% of respondents, followed by work-life balance, reported by 16% of respondents. Only 11% of AEC firm leaders said that compensation and benefits was the primary reason why their latest key hire left his or her previous firm. 

“Of course, AEC firms need to be extremely competitive in their compensation and benefits packages to attract new employees,” said Morrissey Goodale Executive Search Director Alissa Buckley, “but the survey suggests that it’s even more critical for firms to showcase their key selling points and emphasize the quality of their managers, opportunities for career advancement, and commitment to work-life balance when recruiting candidates.

“On the flip side, firms that are losing key staff can’t simply throw money at the problem,” Buckley said. “Take a close look at your key managers and the career paths you provide for employees. They may be the roots of your troubles.”

The survey results will be published in Morrissey Goodale’s next A/E Recruiting Flash, a bimonthly bulletin reporting on the hiring and retention of architecture and engineering professionals. 



Anonymous , 11/04/14 01:33 PM:

Yep, that's about it. You can only be thrown under the bus so many times before you start looking for a road out of there. Good bosses understand that success needs to be credited the employee and failure to the management. The reverse of that makes talent sprint to the exits.
Anonymous , 11/24/14 01:56 PM:

I concur completely; work/life balance was the primary reason I left my previous employer, and boss/management relationship was the reason I left my employer of 2 engagements prior.
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