Percentage who moved for new challenges.
Percentage who changed to escape poor leadership.
Percentage who changed because of poor relationship with a manager.
Percentage who changed for improved work/life balance.
Percentage who said their contributions to the company were not valued.
Percentage who left for better compensation and benefits.
Percentage of executives identified by their companies as having high potential who said in June that they are planning to leave their employers by this time next year.
Percentage who planned to jump ship in a similar 2006 survey
Percentage of high-potential employees who consider themselves "highly disengaged" in their current job.
Average number of employers that U.S. chief executive officers have had in their careers.
Percentage of CEOs in the United States who stayed with the same employer throughout their careers.
Percentage of "lifer" CEOs in Europe.
Sources: June survey of 20,000 employees in 100 organizations by the Corporate Executive Board; study of 1,001 CEOs by Monika Hamori, professor of human resource management at the IE business School
RED FLAG FOR EMPLOYERS
Employers are increasingly viewing a job applicant's work history with more than five employers as a red flag, said Jeffrey Flaum, managing partner of Denver-based organizational consultancy Green Peak Partners. That conclusion is based on interviews with hiring managers of 55 companies and a study of the 72 chief executive officers and presidents that they hired over the last five years.
The study, released in June, looked at the average job length for these top executives who received the highest rankings from employers on their potential to be able to manage people and achieve solid financial performance. Those ranked highest had job histories that included tenures of at least six years and the best scores were for people with nine years or more with the same organization. None of the executives with no long-term jobs or more than seven different employers were ranked higher than three, on a five-point scale.
"Executives who change jobs frequently are seen as trying to outrun a problem and that problem often has to do with a lack of fit in the organization," Mr. Flaum said. "Job hoppers are also seen as lacking perspective in the results of their leadership decisions because they will typically leave before the changes take effect."
Employers are leery about seeing a record of tenures of less than three years, he added, "because they say they're going to come here and they may be great, but they will probably leave and leave problems in their wake."