Despite the end of the "great resignation," workers continue to want to quit, according to Harvard researchers.

In 2022, during the "Great Resignation," a record number of 4.5 million Americans, equivalent to 3% of the workforce, resigned from their jobs monthly.

The trend of U.S. workers quitting hasn't disappeared, even though the rate of resignations has slowed down. In October 2024, 3.3 million workers resigned, as per the Bureau of Labor Statistics.

A study by Harvard researchers found that a lack of career growth opportunities is the main reason for high staff turnover, rather than low pay, long hours, and unimpressive benefits.

Harvard researchers discovered that the primary reason employees leave their jobs is due to a lack of career and personal growth progress.

The book "Job Moves," co-authored by Michael B. Horn, Ethan Bernstein, and Robert Moesta, provides detailed findings on the subject.

According to the authors, quitting and switching jobs do not necessarily lead to career advancement as traditionally defined, which involves a steady, linear climb up the corporate ladder. Instead, they suggest that true progress comes from aligning one's professional and personal goals, which can change over time.

The four quests for progress

The authors of "Job Moves" identified four common reasons why individuals leave and switch jobs.

1. When workers feel trapped in unfulfilling jobs or under uninspiring management, they tend to leave the workplace.
2. Employees seek jobs that provide flexibility, predictability, or autonomy to regain control.
3. When undervalued in their current job, people often switch to find roles that utilize and appreciate their skills.
4. Job seekers frequently pursue better pay, benefits, or growth opportunities in response to achieving professional or personal milestones such as completing school or purchasing a home.

Even after submitting their resignation, many individuals still do not comprehend the reasons behind their departure, according to Horn, one of the study's co-authors, as reported by CNBC Make It.

Burnout, a toxic manager, or a dead-end role are common reasons for people to leave their jobs, according to Horn.

To avoid repeating the cycle in your next job, it's crucial to define your priorities and find a job that aligns with them.

How companies can keep workers from quitting

Horn suggests that managers can use this research to prevent employees from quitting.

The authors of "Job Moves" suggest that managers should encourage employees to openly discuss their motivations and potential reasons for leaving during regular check-ins and annual performance reviews.

Employee engagement and productivity can be increased by aligning personal goals with job responsibilities, as found by Horn and his co-authors.

"Although the bosses and HR leaders we spoke with are aware of these issues, they are not measuring it on the front end, when someone is hired or first shows signs of struggling. Understanding what motivates and engages people from the start can help better support and retain them."

To remain committed and perform at their best, individuals require fulfilling work, supportive colleagues and managers who value and respect them, and opportunities for growth, excellence, and career advancement.

To earn extra money online, sign up for CNBC's course on passive income streams, which includes tips for getting started and real-life success stories.

Sign up for CNBC Make It's newsletter to receive tips and tricks for success at work, with money and in life.