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At most key decision points, digital workers place as much if not more importance on career development and advancement potential as they do on compensation.

Image description:
A 4-slide interactive highlights the rankings of factors influencing US digital workers’ attrition and retention. Slide 1 shows the top 5 reasons for why US digital workers plan to stay in their current job by percentage of respondents: career development and advancement, 47%; workplace flexibility, 46%; meaningful work, 44%; compensation, 43%; and reliable and supportive coworkers, 40%. Slide 2 shows the top 5 reasons for why US digital workers accepted a new job by percentage of respondents: career development and advancement potential, 52%; compensation, 45%; meaningful work, 37%; workplace flexibility, 35%; and sustainable work-performance expectations, 34%. Slide 3 shows the top 5 reasons for why US digital workers plan to leave their current job by percentage of respondents: inadequate compensation, 37%; lack of career development and advancement potential, 35%; other job market factors, 29%; lack of workplace flexibility, 28%; and lack of meaningful work, 26%. Slide 4 shows the top 5 reasons for why US digital workers left their previous job by percentage of respondents: lack of career development and advancement potential, 36%; lack of support for employee health, 35%; inadequate compensation, 29%; inadequate resources and tools, 28%; and lack of workplace flexibility and lack of meaningful work, both at 27%.
Source: McKinsey Software Talent Great Attrition, Great Attraction Survey, 2022
End of image description.

Image description:
A 4-slide interactive highlights the rankings of factors influencing US digital workers’ attrition and retention. Slide 1 shows the top 5 reasons for why US digital workers plan to stay in their current job by percentage of respondents: career development and advancement, 47%; workplace flexibility, 46%; meaningful work, 44%; compensation, 43%; and reliable and supportive coworkers, 40%. Slide 2 shows the top 5 reasons for why US digital workers accepted a new job by percentage of respondents: career development and advancement potential, 52%; compensation, 45%; meaningful work, 37%; workplace flexibility, 35%; and sustainable work-performance expectations, 34%. Slide 3 shows the top 5 reasons for why US digital workers plan to leave their current job by percentage of respondents: inadequate compensation, 37%; lack of career development and advancement potential, 35%; other job market factors, 29%; lack of workplace flexibility, 28%; and lack of meaningful work, 26%. Slide 4 shows the top 5 reasons for why US digital workers left their previous job by percentage of respondents: lack of career development and advancement potential, 36%; lack of support for employee health, 35%; inadequate compensation, 29%; inadequate resources and tools, 28%; and lack of workplace flexibility and lack of meaningful work, both at 27%.
Source: McKinsey Software Talent Great Attrition, Great Attraction Survey, 2022
End of image description.

Image description:
A 4-slide interactive highlights the rankings of factors influencing US digital workers’ attrition and retention. Slide 1 shows the top 5 reasons for why US digital workers plan to stay in their current job by percentage of respondents: career development and advancement, 47%; workplace flexibility, 46%; meaningful work, 44%; compensation, 43%; and reliable and supportive coworkers, 40%. Slide 2 shows the top 5 reasons for why US digital workers accepted a new job by percentage of respondents: career development and advancement potential, 52%; compensation, 45%; meaningful work, 37%; workplace flexibility, 35%; and sustainable work-performance expectations, 34%. Slide 3 shows the top 5 reasons for why US digital workers plan to leave their current job by percentage of respondents: inadequate compensation, 37%; lack of career development and advancement potential, 35%; other job market factors, 29%; lack of workplace flexibility, 28%; and lack of meaningful work, 26%. Slide 4 shows the top 5 reasons for why US digital workers left their previous job by percentage of respondents: lack of career development and advancement potential, 36%; lack of support for employee health, 35%; inadequate compensation, 29%; inadequate resources and tools, 28%; and lack of workplace flexibility and lack of meaningful work, both at 27%.
Source: McKinsey Software Talent Great Attrition, Great Attraction Survey, 2022
End of image description.

Image description:
A 4-slide interactive highlights the rankings of factors influencing US digital workers’ attrition and retention. Slide 1 shows the top 5 reasons for why US digital workers plan to stay in their current job by percentage of respondents: career development and advancement, 47%; workplace flexibility, 46%; meaningful work, 44%; compensation, 43%; and reliable and supportive coworkers, 40%. Slide 2 shows the top 5 reasons for why US digital workers accepted a new job by percentage of respondents: career development and advancement potential, 52%; compensation, 45%; meaningful work, 37%; workplace flexibility, 35%; and sustainable work-performance expectations, 34%. Slide 3 shows the top 5 reasons for why US digital workers plan to leave their current job by percentage of respondents: inadequate compensation, 37%; lack of career development and advancement potential, 35%; other job market factors, 29%; lack of workplace flexibility, 28%; and lack of meaningful work, 26%. Slide 4 shows the top 5 reasons for why US digital workers left their previous job by percentage of respondents: lack of career development and advancement potential, 36%; lack of support for employee health, 35%; inadequate compensation, 29%; inadequate resources and tools, 28%; and lack of workplace flexibility and lack of meaningful work, both at 27%.
Source: McKinsey Software Talent Great Attrition, Great Attraction Survey, 2022
End of image description.