Culture, Managers and Growth Opportunities Shape Retention in 2026

Job seekers are more likely to prioritize company culture than pay when deciding if they’ll stay with an employer. Our Job Seeker Survey: Q1 2026  shows that 37 percent of workers say they left their shortest-tenured job due to poor company culture or managerial relationships. Both pay and culture are important factors for retention and employee satisfaction, but there are other aspects companies should consider. Employers who prioritize identifying and leveraging a combination of these elements are more likely to retain talent, foster engagement and drive productivity.  

Access To Career Development Opportunities Boosts Retention 

Conversely, when asked about the reasons why they stayed at their longest tenured job, applicants cited pay (28%), career advancement (28%), opportunities to add new skills (25%) and company culture/managerial relationship (19%). Short and long-term retention are greatly impacted by these factors, making it necessary for employers to develop retention strategies that address the goals of new hires and established team members. 

Key Insight For Employers

Organizations that take a comprehensive approach — addressing culture, managerial relationships, pay, opportunities for advancement and skill development — are more likely to keep top talent and boost engagement in the short and long-term. This focus on multiple factors lays the groundwork for company cultures that emphasize purpose, support and advancement.

Workers Prefer Purposeful, Supportive and Growth-Oriented Cultures

When employees feel committed to company culture, they are more likely to drive organizational success through increased retention and productivity. Job seekers say having a feeling of purpose and impact is what makes them most committed to a company’s culture. A sense of belonging and supportive leadership were also key qualities. 

30% of survey respondents say that growth opportunities like training and clear advancement paths affect their commitment. Our Job Seeker Survey series consistently shows workers value career development, and they plan to pursue different avenues to further their professional advancement.

Key Insight For Employers

Building a culture that emphasizes purpose and belonging is essential for strengthening employee commitment. Along with promoting a strong mission and inclusive workplace, employers should work with their teams to better understand their individual career goals and skill development preferences.

Managerial Relationships Are Key to Employee Satisfaction

Managers play an important role in connecting the company’s culture to an employee’s work experience and are largely responsible for retention. 32% of job seekers say they would likely leave a position due to a poor relationship with their manager and that they are primarily looking for supervisors who support career growth. 

Key Insight For Employers

Employee satisfaction and retention hinge on strong managerial relationships as managers significantly influence how employees perceive company culture. To build and retain a committed workforce, employers should invest in developing leaders who support career growth, maintain a respectful workplace and prioritize open communication and inclusivity.