The survey queried more than 500 middle managers and found that 38 percent of respondents are currently looking for another job. Of those currently looking, 64 percent said they will intensify their searches when the job market strengthens. Another 10 percent plan to look for another job when the economy improves.

The majority of respondents said the economy will rebound either within 6-12 months (26 percent) or between one and two years (27 percent). Only 13 percent said they believe the job market will strengthen and the economy will improve within the next six month

"Given the early indicators of a possible U.S. recovery, companies need to identify their top performers, rethink their investments in them and find ways to keep them happy and loyal," said Edward Jensen, a partner in Accenture's Human Performance service line. "As a first step, they should understand the issues that are top-of-mind for those managers. They should then address those issues with specific programs, which might include compensation discussions, but may also focus on quality of life or training and development concerns."

When asked to identify the one factor most motivating them to seek different jobs, more than half (56 percent) of respondents cited better pay or benefits. Others cited better conditions or job prospects, better training and development opportunities, lack of prospects or advancement at their current jobs, dislike of their current jobs, and dislike of their bosses.

Interestingly, a separate survey by The Health Pulse of America, also released this week, revealed the importance of health benefits and pay as two separate issues; 73 percent rated good health care benefits as very important, while only 37 percent rated a higher salary as very important. When asked if they had to choose between a job with health coverage and a lower salary, and a higher paying job that lacked health benefits, 71 percent would take the lower salaried job with benefits, while only 24 percent would take the higher paying job with no coverage.

"Companies should recognize that people will leave, and, rather than trying to manage overall attrition, they should align their key managers and workforce programs with the company's overall strategy," said Jensen. "They should understand that the current talent war is more about access to talent than just owning it, and they should consider alternative resourcing strategies that include a mix of full time, flex-time, outsourcing, etc. Finally, they might take this opportunity to begin gearing up their recruiting efforts to attract talent that is -- or may soon be -- available."