Burnout is not the main reason people are leaving their jobs in record numbers.

A new report from global education tech firm Cengage Group offers the top reasons why people are leaving their jobs amid the Great Resignation. While burnout numbered highly, it trailed the desire to make more money. The results of the poll--which was conducted in late November 2021 and included 1,200 U.S. workers, who recently resigned or had plans to resign within the next six months--underline the importance of addressing worker concerns before they head for the exit.  

Here are the top reasons workers are leaving, according to Cengage:

  • 91 percent: I wanted to make more money
  • 89 percent: I felt burnt out and unsupported
  • 83 percent: I no longer felt like I was growing in my position
  • 82 percent: The pandemic made me reconsider my priorities and/or professional goals
  • 81 percent: I have other passions or a different career path I want to pursue

Lack of fulfillment and being passed up for a promotion are other reasons why workers are ditching their gigs. The study also confirmed the so-called turnover contagion effect hitting certain workplaces--that is, 58 percent of workers polled said seeing their peers quit influenced their decision to pursue new roles as well. 

For employers, this moment in time represents an opportunity to hit the reset button on their workplaces, says Cengage Group CEO Michael Hansen. "As millions reconsider what is important to them--in life and in their next job--there is an opportunity for employers to reconsider how they support employees' well-being and professional growth," he says.

Hansen recommends that employers invest in reskilling their workforce--offering opportunities to grow is a way not only to attract new workers, but also to retain your current ones. 

He explains this also goes beyond offering tuition reimbursement. Although Hansen thinks it's a great benefit, he believes that tuition reimbursement falls short since it's geared toward receiving a traditional degree. Some workers may want to see more imminent progress with something less time-consuming, such as a one-time course that lasts a few months. 

Hansen adds that it's striking to see the amount of people pursuing online training courses. "That says something about the dedication and resilience of the American workforce," he says. "These people aren't resigning because they're tired or exhausted; they're resigning because they have ambitions for themselves, goals, and aspirations."