Over 60% of New Graduates Contemplate Leaving Their Jobs Shortly After Joining
In a recent survey conducted by DYM, a company with a diverse portfolio in human resources, web services, and healthcare, alarming statistics have emerged regarding the early turnover intentions of new graduates.
The study, which targeted 1,000 employees in their 20s, revealed that 61.6% of respondents have considered leaving their jobs shortly after starting. This statistic underscores a prevalent concern among new graduates, indicating that a significant number feel disillusioned with their roles soon after entering the workforce.
Among the participants, 15.9% indicated that they began contemplating resignation within a week of joining, and 17.7% felt similarly within the first month. This trend suggests that new hires are particularly vulnerable to feelings of isolation and discontent early in their tenure. Additionally, 13.8% recognized this feeling after the Golden Week break, suggesting that significant periods of downtime may exacerbate these sentiments.
The reasons behind these considerations are multifaceted. A notable 28.6% attributed their desire to leave to interpersonal issues with colleagues and supervisors, while 24.7% cited discrepancies between their expectations and the actual job responsibilities. Furthermore, 23.6% pointed to unfavorable working conditions as a key factor. Importantly, 8.5% felt they had no one to consult about their concerns, and 8.2% explicitly noted feelings of loneliness, highlighting the importance of a supportive workplace culture.
The survey revealed that almost 30% of respondents feel they lacked anyone to approach casually for advice or support. This number highlights a significant concern: many new employees may feel isolated in their new work environments, which likely contributes to their early resignation considerations.
The survey also suggested that while 29.6% recognized a support system at their workplace, a considerable percentage either felt it wasn't available or were unsure about it.
Additionally, the so-called 'Boss Lottery'—the unpredictable nature of being assigned to different supervisors—and placement choices is felt by over half of the respondents, which can greatly influence job satisfaction. The findings illuminated the sheer variability in work culture based on management and assignment, indicating that new hires often feel stuck due to external factors beyond their control.
When asked what type of support they believe could have prevented them from contemplating resignation, many expressed the need for networking opportunities among employees, including interactions with different departments and supervisors outside of their immediate chain. This refrain indicates a robust desire for relationship-building beyond direct superiors.
Recognizing these trends, DYM has implemented a unique initiative called the 'Foster Parent System'. Designed to create supportive networks among employees, this program allows new hires ('Foster Kids') to connect with peers ('Foster Siblings') and more experienced staff ('Foster Parents'). This strategy encourages new employees to forge connections without solely relying on their direct supervisors, aiming to foster an inclusive and less isolating workplace culture.
By promoting a system of mentorship and interaction across different hierarchy levels, DYM seeks to ensure that new hires do not feel isolated and that they can receive diverse perspectives and support as they navigate their early career stages.
The study, which targeted 1,000 employees in their 20s, revealed that 61.6% of respondents have considered leaving their jobs shortly after starting. This statistic underscores a prevalent concern among new graduates, indicating that a significant number feel disillusioned with their roles soon after entering the workforce.
Key Findings of the Survey
- - Early Resignation Intent: A staggering 61.6% of new employees have thought about quitting shortly after joining the company.
- - Peak Times for Resignation Considerations: The inclination to leave often peaks in the early days of employment and after significant holidays like Golden Week.
- - Lack of Support Networks: Nearly 30% of respondents reported feeling they do not have anyone to turn to for advice or support, contributing to their dissatisfaction.
- - Experience with 'Boss and Placement Lottery': More than half of the participants (54.4%) expressed that they felt the uncertainties of their supervisors and work assignments.
- - Recognition of Follow-Up Systems: Only about 30% acknowledged the existence of support systems within their companies, indicating potential gaps in the effectiveness of such initiatives.
Early Resignation Considerations Explored
Among the participants, 15.9% indicated that they began contemplating resignation within a week of joining, and 17.7% felt similarly within the first month. This trend suggests that new hires are particularly vulnerable to feelings of isolation and discontent early in their tenure. Additionally, 13.8% recognized this feeling after the Golden Week break, suggesting that significant periods of downtime may exacerbate these sentiments.
The reasons behind these considerations are multifaceted. A notable 28.6% attributed their desire to leave to interpersonal issues with colleagues and supervisors, while 24.7% cited discrepancies between their expectations and the actual job responsibilities. Furthermore, 23.6% pointed to unfavorable working conditions as a key factor. Importantly, 8.5% felt they had no one to consult about their concerns, and 8.2% explicitly noted feelings of loneliness, highlighting the importance of a supportive workplace culture.
Feeling Isolated in the Workplace
The survey revealed that almost 30% of respondents feel they lacked anyone to approach casually for advice or support. This number highlights a significant concern: many new employees may feel isolated in their new work environments, which likely contributes to their early resignation considerations.
The Impact of Communication Structures
The survey also suggested that while 29.6% recognized a support system at their workplace, a considerable percentage either felt it wasn't available or were unsure about it.
Additionally, the so-called 'Boss Lottery'—the unpredictable nature of being assigned to different supervisors—and placement choices is felt by over half of the respondents, which can greatly influence job satisfaction. The findings illuminated the sheer variability in work culture based on management and assignment, indicating that new hires often feel stuck due to external factors beyond their control.
Recommendations for Improvement
When asked what type of support they believe could have prevented them from contemplating resignation, many expressed the need for networking opportunities among employees, including interactions with different departments and supervisors outside of their immediate chain. This refrain indicates a robust desire for relationship-building beyond direct superiors.
DYM’s Initiatives: Foster Relationships in the Workplace
Recognizing these trends, DYM has implemented a unique initiative called the 'Foster Parent System'. Designed to create supportive networks among employees, this program allows new hires ('Foster Kids') to connect with peers ('Foster Siblings') and more experienced staff ('Foster Parents'). This strategy encourages new employees to forge connections without solely relying on their direct supervisors, aiming to foster an inclusive and less isolating workplace culture.
By promoting a system of mentorship and interaction across different hierarchy levels, DYM seeks to ensure that new hires do not feel isolated and that they can receive diverse perspectives and support as they navigate their early career stages.
The Company: DYM Overview
- - Name: DYM Inc.
- - President: Yuki Mizutani
- - Established: August 2003
- - Capital: ¥500 million
- - Annual Revenue: ¥25.8 billion (21st term), ¥32.46 billion (22nd term)
- - Headquarters: 10th Floor, Gate City Osaki East Tower, 1-11-2 Osaki, Shinagawa, Tokyo 141-0032
- - Employees: Consolidated staff of 2,744 as of April 1, 2025.
- - Business Focus: Human resources, web services, overseas healthcare, M&A, and sports businesses.
- - Website: https://dym.asia/
Topics People & Culture）
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