Willingness to change jobs remains high, Xing survey finds

"Despite a difficult job market, employees in Germany remain optimistic about their situation," said Thomas Kindler, Managing Director of Xing. "However, for the first time since the end of the pandemic, this confidence has fallen slightly. At the same time, concerns about possible job losses are on the rise. The willingness to change jobs is driven by the need for job security and higher salaries." A good third of respondents (36 per cent) still plan to change jobs this year or are at least open to doing so (2024: 37 per cent). After three record years and an increase of 4 per cent in 2022, the willingness to change jobs remains high, but has fallen slightly for the first time. The youngest members of the labour market, especially Generation Z or those born between 1997 and 2021, are very volatile at 48 per cent (2024: 50 per cent), while 11 per cent are already looking for a new job. The situation is similar for millennials or those born between 1981 and 199, where 44 per cent (2024: 47 per cent) are looking for a new job.

Most of the employees surveyed were very or somewhat satisfied with their job (85 per cent), and their salary (53 per cent). So what is prompting employees to think about changing jobs? The reasons cited are low salaries (38 per cent), too much stress (women: 44 per cent; men: 30 per cent), poor leadership (women: 43 per cent; men: 30 per cent) and a lack of promotion (women: 25 per cent; men: 34 per cent). Potential job changers also want more variety and this was more pronounced  among men (31 per cent) than women (21 per cent). Cohesion among colleagues (61 per cent), job security (60 per cent) and interesting tasks (58 per cent), on the other hand, would encourage people to stay with their current employer in the long term.

Asked about demands on a new employer, employees put job security (69 per cent) at the top of the list followed by a higher salary (65 per cent; 2024: 61 per cent) and good management (63 per cent, 2024: 66 per cent). Flexible working hours (66 per cent) were also particularly important to women while 55 per cent of men said it was important to them. "In difficult times, people yearn for stability, and do want to have to worry about losing their job. That includes having a decent income, especially given the rapidly rising cost of living," said Kindler. However, money is not the only factor. Despite better pay, respondents would not apply to a company based on a fixed-term contract (55 per cent), and with a poor management culture (45 per cent) and an unfavourable company location (42 per cent). On the other hand, an employer who offers a four-day week with the same weekly working hours (53 per cent), salary transparency (38 per cent) and the opportunity for a sabbatical (28 per cent) would be attractive.

The survey also asked respondents about attitudes to work, which were quite positive. Most of the employees surveyed (61 per cent) would like to work until the normal retirement age while 48 per cent of men and 51 per cent of women would like to work until 65 and 67 years respectively. Another 13 per cent could see themselves working beyond that age - and not simply for money (48 per cent). Many hope to remain fit (70 per cent), maintain social contacts (56 per cent) and have a sense of purpose (50 per cent). A shortage of skilled labour and a solid welfare system also contributed to a positive attitude towards work, said Kindler. "Companies can take advantage of this by creating a work environment that rewards performance in both financial and emotional terms and builds on the existing motivation," he added. 
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