At Westray Recruitment Group, we speak to thousands of candidates every year which gives us real insight into what today’s workforce expects from employers. Our latest research project, the MultiGen Report explored the views of Millennial workers across industries and job types. What we found was clear. Millennials are loyal when their needs are met but quick to disengage when organisations fail to offer the values, recognition and structure they expect.
Understanding why Millennials leave is essential for any employer that wants to attract and retain this generation. With Millennials making up a significant proportion of today’s workforce, businesses that ignore their motivations will see higher turnover, weaker engagement and reduced productivity. The good news is that the reasons Millennials leave are avoidable when employers focus on creating workplaces where people can thrive.
The Playbook shows that Millennials are driven by values and purpose more than any generation before them. They want employers with strong ethics and they expect integrity to be visible, not just written on a website. They also care deeply about work life balance. Flexibility is no longer a perk. It is a standard expectation.
Millennials are willing to work hard but they want structure that supports personal wellbeing. Many told us that burnout and unclear communication were major barriers to performing at their best. When businesses fail to communicate openly or support healthy balance, disengagement rises and so does the likelihood of people exploring external opportunities.
For more guidance on creating a workplace where Millennials thrive, you can also read our blog on How to Get the Best Out of Millennial Employees.
The Playbook revealed the strongest reasons Millennials walk away from roles. These themes appeared consistently across industries and seniority levels.
1. Lack of Appreciation
The number one reason Millennials leave is feeling undervalued. The MultiGen Report shows that candidates consistently highlighted that appreciation is one of the first things to disappear when organisations become stretched or poorly managed. Recognition matters more to Millennials than many employers realise. It is not about praise for the sake of it. It is about knowing their contribution makes a difference.
When appreciation is missing, Millennials interpret it as a signal that loyalty only works one way. This is reinforced by the quote from an Area Operations Manager who described an imbalance between employer and employee loyalty. When workers feel that trust is unequal, they actively seek a workplace that values fairness.
2. Overwhelming Workloads and Burnout
Burnout is another leading reason Millennials leave roles. Many workers shared that while they are willing to take on responsibility, they need manageable workloads and support. When workload becomes unbalanced or unrealistic, performance drops and job satisfaction disappears.
Burnout is particularly damaging because it makes even the most engaged employees question their long term future with an organisation. To retain Millennial talent, employers must design roles that support wellbeing as well as productivity.
3. Lack of Progression and Development
Millennials are a generation that wants to grow. They want clear pathways to progression and regular opportunities to gain new skills. The MultiGen Report highlights how few believed their workplace offered structured development. Millennials expressed frustration when annual appraisals failed to outline a clear development plan and when communication about opportunities was lacking.
Without visible progression, disengagement grows quickly. Millennials will not stay in roles that remain static. They want employers who invest in upskilling and who communicate career routes with clarity.
You can explore this theme further in our blog on How to Attract Millennial Employees.
4. Poor Communication and Lack of Direction
Strong communication is a major factor in whether Millennials stay or leave. A Manufacturing Supervisor in the Playbook stated "clear direction is something we are looking to achieve". This was echoed across sectors with many feeling that unclear expectations, inconsistent communication and lack of transparency pushed them away.
When communication breaks down, trust breaks down with it. Millennials want leaders who communicate honestly about workloads, expectations and long term plans. When communication is absent, they look for employers who do it better.
What Millennials Value Enough to Stay
Although the Playbook identifies strong reasons why Millennials leave, it also highlights what encourages them to stay.
Millennials stay for:
One solicitor interviewed said that “its about feeling like you are part of something”
This sense of belonging matters. It creates loyalty and keeps people engaged even when challenges arise.
If you want a deeper understanding of this behavioural shift, our blog on What Today’s Candidates Really Want offers further insight:
At Westray Recruitment Group, we help employers understand what candidates expect because we ask them directly. Our Millennial Playbook gives us real data from real people, not assumptions. This insight allows us to support organisations in building workplaces that attract and retain the best talent.
We help employers by:
If you want to retain Millennial talent or you want support hiring the right people for the future growth of your business, we would love to help.
A representative from Westray will be in touch with you shortly.