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Retention

Government employees appear to be quite loyal, with nearly 9 out of 10 (86.6%) indicating that they are likely or very likely to stay with their current organizations for the next year. Among the small number of survey respondents who indicated that they would leave sometime in the next year, close to a quarter cited one of the following reasons:

  • No career development and advancement opportunities (23%)
  • Compensation (23%)
  • A poor relationship with their supervisor (23%)

A one-way ANOVA was run to determine whether generational differences exist among the reasons a government employee would leave his or her job. Millennials and members of Generation X are much more likely than baby boomers to say that having a poor relationship with their supervisor would result in them leaving their jobs. No real differences exists when it comes to lack of career development and advancement opportunities or insufficient compensation as reasons to leave a government job.

Among survey respondents who reported that they are unlikely or very unlikely to stay with their organizations, some frequently mentioned reasons are

  • Lack of advancement potential
  • Unchallenging work
  • Poor compensation and benefits
  • No work-life balance
  • High workload
  • Poor work relationships/environment
  • Lack of communication
  • Lack of appreciation

Conversely, one out of three survey respondents reported that great compensation and a good supervisor-employee relationship are the top-two circumstances that would keep them at their government jobs over the next year. Millennials are much more likely to stay in their positions if they have a good relationship with the supervisor. Receiving great compensation is more likely to keep millennials and members of Generation X at their current positions.

Career Advancement