In the academic world, fall is a time of reinvention. September and October conjure images of fresh notepads, new classes, a warmer colour palette of oranges and browns. In nature too, the leaves start to fall from the trees and the world prepares for winter.

In the business world, many individuals keep this school-like mindset of reinvention, seeing fall as a time to reflect and set new goals for the year ahead.

Amongst these goals may come a re-evaluation of your job. According to data from Indeed, September and October are amongst the busiest months for job postings, with people leaving their roles in search of different pursuits.  

This pattern aligns with broader trends in the job market ,where shifts in personal and professional goals often drive employees to seek out new opportunities.”

The reasons behind this are varied. A new report by Great Place To Work Belgium and Vlerick Business School revealed the number one reason people quit their job, but also identified the traits that might make a job more attractive to applicants.

What makes the perfect job?

The study, conducted by Felien Lison and Astrid Vandenbroucke – both from Great Place To Work Belgium – and Dirk Buyens, Professor of HR Management at Vlerick Business School, surveyed over 300 employees based in Belgium, in late 2023 and early 2024.

Participants were asked questions about their career expectations and what they expected from an ideal employer.

The top three things that drive people to apply to a certain organisation are future career development, meaningful work and good workplace culture, the report found.

Women placed more importance on finding a job role which gives them flexibility in terms of where and when they are able to work, whilst men were more likely to place importance on the financial compensation of a job role.

The researchers also asked questions about the psychological contract – a mutual common understanding between employees and employers about what to expect from the organisation.

Regardless of gender, they found a social atmosphere, communication between colleagues, cooperation, job variety, a good pay and benefits package, and matching company culture were the most important factors when applying for a job.

However, even if a job seems to tick all of your boxes, a recent article in the Harvard Business Review suggests giving yourself ample time to think about any job offer. It advises asking more complex questions such as ‘What am I overlooking?’, ‘What relationships am I going to build in this role?’ and ‘What’s my prospective boss really like?’.

“When you’re interviewing, the employer holds the power,” says Graham, an expert quoted in the piece and the author of Switchers: How Smart Professionals Change Careers – and Seize Success. “But when you get an offer, the tables turn. Now, they want you and envision you in the role, which presents you with a rare moment of leverage.”

According to Chelsea Jay, a career development and leadership coach, “Taking stock of what the offer means for you and your career requires self-reflection. This is a big commitment and it needs to align with your lifestyle and your personal and professional goals.”

Taking the time to do this can help ensure that the role you commit to is one you’ll be happy staying in by the time next September rolls around.

Why do most people quit a job?

But the number one reason employees quit their jobs? A lack of career development, says the Vlerick Business School report, followed by a lack of trust in management and a poor workplace culture.

To solve this, employers need to nurture employees’ growth and help advance their careers, new research by MIT Sloan senior lecturer George Westerman and MIT Sloan Management Review Editor-in-Chief Abbie Lundberg found.

Employees need to be alerted to internal growth opportunities, suggest the MIT researchers. HR managers, especially, need to consider whether roles could be filled by internal candidates across regions or lines of business instead of immediately looking externally.

Managers should consider which roles are a potential fit for current employees, given their specific sets of experiences and skills, so they can successfully find new opportunities without having to look outside the company.

Additionally, employees and managers must be provided with – and take up – opportunities to learn different skills that may be required by new roles. “While employees need feedback and coaching for their careers to progress, managers also need feedback and coaching on their own coaching abilities,” writes journalist Kara Baskin.

What can companies do to attract and retain staff?

To attract the best staff, companies might want to consider utilising social networking sites such as LinkedIn, as these are the most popular methods for looking for a new job. Other popular methods included word of mouth, company websites, and specific job platforms.

Companies also shouldn’t underestimate the importance of a strong brand. Vlerick’s report found that companies with a good reputation, and are known for treating their employees well, are more likely to attract and retain good staff. Potential applicants were much more likely to apply for a company which has received awards, certificates and recognition for being a great place to work.

“The competition to secure and retain top talent is fiercer than ever. With remote working, an ever-increasing globalised world and new technologies, the pool for talent is bigger, but so are the options for talent.”, says Koen Dewettinck, CEO of Great Place to Work Belgium, and Vlerick Professor. “Companies must continually reinvent themselves and commit to good HR practices to retain their people and attract new ones.”

By Chloë Lane

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