A new report from ManpowerGroup, released on November 12, highlights an intriguing paradox in the modern workplace. While 80% of workers say they find purpose in their current jobs, one in three are considering leaving their positions. This reveals a complex shift in employee expectations, where meaning alone is no longer enough to retain talent.
The Global Talent Barometer, which surveyed employees across 16 countries, shows an overall employee satisfaction rate of 67%. This score is derived from factors such as well-being (64%), job satisfaction (63%), and confidence (74%). While these figures reflect positive sentiments, they also underscore the challenges facing employers today. Becky Frankiewicz, Chief Commercial Officer at ManpowerGroup, notes that employees are increasingly looking for more than just a paycheck—they want work that offers better balance, more options, and more humanity.
Despite the meaningful work many employees experience, the data suggests it’s not enough to keep them in their roles. A significant 35% of workers, including 47% of young professionals, are considering job changes within the next six months. Remote workers, despite reporting higher well-being and work-life balance, are also part of this group, with 41% contemplating new job opportunities.
The report also reveals that while job security is high at 71%, trust in management for career development is lower, at just 63%. This gap suggests a disconnect between leadership and employees, particularly regarding professional growth opportunities. Even though 87% of workers feel confident in their skills, 34% believe they’ve hit a ceiling at their current jobs and lack the chance to reach their career goals. Furthermore, more than half of workers haven’t received skills training in the past six months.
The findings reflect broader trends seen in other surveys, such as one by WTW in mid-2024, which found that most U.S. employees intended to stay with their current employers. Pay, job security, health benefits, and flexible work arrangements were all key factors driving retention. However, a PwC survey revealed that executives are still overestimating the level of trust employees have in them, with the gap widening in recent years. Companies may not have adequate structures in place to truly understand or address employee expectations.
In 2024, frontline managers are facing particularly tough challenges, with disruptive change impacting their roles and contributing to burnout, as noted by Gallup. Employees experiencing such disruption are more likely to disengage and consider leaving, underlining the importance of supportive leadership in maintaining a stable workforce.
