A survey of Australian mining workers has found that leadership quality, career progression and workplace culture are more influential than pay when professionals consider changing jobs.
Recruitment firm MPI Recruitment surveyed 1,238 blue-collar and white-collar mining professionals between 1 and 29 May 2026 to assess the factors driving attraction and retention in the sector. All respondents were already open to new employment opportunities.
The findings build on an earlier MPI survey of 217 mining professionals, in which 86% said they would consider moving jobs in 2026. Leadership, culture, team dynamics and job satisfaction emerged as the main reasons behind their willingness to change employers.
According to MPI Recruitment, the follow-up research was designed to test whether those findings reflected broader workforce sentiment in an industry traditionally associated with high salaries and intense competition for skilled labour.
The survey found that salary was rarely the primary factor influencing employment decisions. Instead, respondents placed greater emphasis on opportunities to use and develop their skills, supportive leadership and positive workplace environments.
MPI Recruitment said competitive pay remains an important baseline expectation but is not usually the determining factor in whether workers stay with or leave an employer.
Among the 756 blue-collar respondents, key priorities centred on meaningful work, support from management and opportunities for development. Similar themes emerged among the 482 white-collar and technical professionals surveyed, although career progression featured more prominently.
Across both groups, three factors consistently ranked highly: the ability to develop and apply skills, the quality of leadership and day-to-day support, and workplace culture.
Respondents cited concerns around leadership behaviour, fairness and consistency. Comments collected during the survey highlighted the importance of managers providing practical support, acting with integrity and aligning actions with stated organisational values.
MPI Recruitment argued that employers risk oversimplifying retention challenges by treating compensation as the primary solution. The survey instead points to a broader mix of factors influencing workforce mobility, including career advancement opportunities, leadership quality, managerial support, skills development and workplace culture.
The company said organisations seeking to improve workforce stability should focus on strengthening frontline leadership, creating clear progression pathways, improving day-to-day employee experiences and ensuring workers feel their skills are being effectively utilised.
According to the survey, once competitive pay expectations are met, employees are more likely to differentiate employers based on leadership quality, development opportunities, team culture and long-term career fit.
