Employee turnover remains a significant challenge for Brazilian companies, especially in non-executive positions.
According to the HR Trends 2025 survey, carri out by Koru in partnership with Flash, although most companies maintain turnover at up to 20%, 40% of them face rates higher than the average consider healthy.
Human Resources experts point out that a positive annual rate varies between 5% and 10%; above this level, turnover can generate significant financial and operational losses.
Conduct between October and November 2024, the study interview 173 HR leaders from 65 companies and result in the ebook HR Trends 2025.
The survey reveal that dissatisfaction with management and salaries are the main reasons for turnover. In addition, other factors, such as lack of growth opportunities and excessive workload, were also identifi as relevant causes.
Learn more about each reason in this article!
Below, we detail the main reasons that lead employees to leave their organizations.
Koru’s research investigat the factors that most influence employee departure, allowing leaders to list more than one option. Dissatisfaction with management and salaries topp the ranking, ti for first place, follow by lack of growth opportunities and excessive workload:
Check out each reason in detail below:
Dissatisfaction with management
Dissatisfaction with the company’s management and leadership style was cit by 43.9% of HR leaders interview in Koru’s survey as a top reason forspecific database by industry turnover. This reflects the importance of effective leadership that engages, motivates and retains talent.
This percentage is largely due to the lack of preparation of leaders to deal with management challenges.
Furthermore, the study shows that leadership development programs are expect to undergo significant changes by 2025: 51.2% of companies plan to expand these initiatives, with an increase in participants and resources, while 30.5% are in the evaluation phase and will review their strategies before deciding.
In contrast, 15.9% will maintain current programs without changes, and only 2.4% intend to ruce the scope or number of programs.
These data highlight the importance of investing in leadership development as a strategy to mitigate dissatisfaction and, consequently, ruce turnover rates.
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Salaries and benefits below expectations
Another significant reason for turnover . improving quality through learning Was dissatisfaction with salaries and benefits packages offer by companies. 43.9% of respondents mention this as a crucial factor in employee departure.
In a highly competitive market. Remuneration nes to be align with professionals’. Expectations, in order to avoid . Losing talent to . Companies that offer better conditions.