Career Motivations
To add
Notes: This year, 'poor work-life balance' has overtaken 'low base salary' as a push factor for professionals leaving their current company, and 'changes to their role, manager, or company' has emerged as a leading push factor too.
The biggest pull factors being around higher base salary/bonus and better flexi working are unchanged since last year.
QUESTION 21
Have you been promoted in the last 12 months?
Yes - promoted internally by my current employer
Yes - promoted by moving to a new employer
No
QUESTION 22
How much of a pay rise would you look for in your next role?
Flat move
1-10%
11-20%
21-30%
Over 30%
“Add Quote.”
Name, Title - Selby Jennings USA
Push Factors
The top reasons that would influence respondents to leave their current company:
01. Poor work-life balance
02. Low base salary
03. Changes to their role, manager, or company
Pull Factors
The top reasons that would attract respondents to a new company:
01. Higher base salary
02. Better flexible working/work from home policies
03. Larger bonus
To add
“Add Quote.”
Name, Title - Selby Jennings USA
QUESTION 23
Are you happy at your current company?
Yes
No
To add
“Add Quote.”
Name, Title - Selby Jennings USA
Spotlight: Counter Offers
Counter offers are not widespread, but they matter
A relatively small proportion of surveyed insurance & actuarial professionals said they have received a counter offer, but the impact on hiring outcomes can be significant when they occur.
- 17% have received a counter offer after resigning
- 27% have resigned but never received one
- 56% have never resigned
Compensation is the foundation of most counter offers
Employers primarily offer financial incentives to retain talent, supported by additional rewards or role changes. Among respondents who had received a counter offer, offers included:
- 78% salary increase
- 27% expanded responsibilities
- 22% bonus or retention payment
- 22% promotion or title change
- 26% verbal promises only
But most professionals still decline
The good news for hiring managers is that most professionals who receive a counter offer decline it. But the acceptance rate is still high enough to create business risk.
Among respondents who had received a counter offer:
- 70% declined it
- 30% accepted it
The bottom line: Reducing counter offer risk starts with understanding why people leave
Employers can reduce counter offer risk when hiring and reduce attrition by:
- Identifying the real reason behind a move early
- Consistent alignment on compensation and progression
- Maintaining engagement throughout offer processes
“Add Quote.”
Name, Title - Selby Jennings USA
More Counter Offer Insights:
Spotlight: Relocation
Relocation is part of career progression for many professionals
Over a third of surveyed insurance & actuarial professionals have relocated for a role, creating opportunity for employers targeting talent beyond their immediate area.
- 34% have relocated for a role
- 66% have not
Most employers provide relocation support
Most professionals who relocated received structured support from their employer, focused on financial support rather than practical assistance.
- 70% received a relocation allowance or lump-sum payment
- 26% received housing support
- 17% received a cost-of-living adjustment
- 17% received no formal support
Future mobility depends on the opportunity
While the majority of professionals may not be actively looking to relocate, it would be considered by three quarters (75%) when the role justifies the move.
- 46% are very or somewhat open to relocating
- 29% would relocate for the right opportunity
- 25% are not open to relocating
Career progression and compensation drive decisions
The decision to relocate is usually tied to career and financial outcomes.
- 44% would primarily relocate for a significant career step
- 39% for higher compensation
- 14% for improved lifestyle or flexibility
- 3% to support a spouse or partner relocating
Future relocation expectations are higher than current support
Professionals expect more than a lump sum payment when considering a future move:
- 83% expect a relocation allowance
- 45% expect housing support
- 41% expect a cost-of-living adjustment
- 31% expect househunting visits
- 28% expect support with the costs of selling and buying a home
The bottom line: Relocation only works when it reduces risk
In a market where most professionals are not actively looking to relocate, the burden is on the employer to make a strong offer, which should do three things to convert interest into acceptance:
- Justify the move through progression or compensation
- Reduce financial exposure through allowances and cost-of-living support
- Remove practical friction through housing and logistics support
“Add Quote.”
Name, Title - Selby Jennings USA
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