A new survey from Robert Half has revealed that job satisfaction is on the rise, with only 29% of professionals planning to look for a new job in the first six months of 2025, down from 35% in July 2024.
Of the more than 2,000 workers 18 years and older in the U.S. who were polled by the talent solutions and business consulting firm, the majority (88%) say their skills and experience align well with their job and most (86%) can maintain a healthy work-life balance.
Some additional factors contributing to career satisfaction include having:
- A competitive salary with regular merit increases (83%).
- Fair workloads and job expectations (77%).
- A positive work culture and team dynamic (77%).
“These findings reflect a positive trend in workplace satisfaction and culture but also signal potential hurdles for companies looking to expand their teams,” Dawn Fay, operational president of Robert Half, said in a statement. “With fewer professionals actively seeking new opportunities, employers need to be strategic when it comes to attracting top talent.”
While plans to search for a new job have subsided, most workers (95%) are confident in their skills and abilities. Of those, 77% reported learning a new skill in the past 12 months to help improve their value. Separately, 76% said they’re confident that they could find a new job if they needed to or were interested.
According to the research, Gen Z (40%) and millennial (35%) workers are the most likely to make a move in the next six months. The top motivators for finding a new job include securing a salary increase, having access to better perks and benefits, and greater flexibility, according to Robert Half.
When it comes to hiring, the research also identified key red flags that employers should avoid that may deter workers from applying to open positions:
- No salary range in the job description (41%).
- Vague or unreasonable job responsibilities, reporting lines, and career path (36%).
- Learning there has been high employee turnover (35%).
“To stand out, employers should be transparent with potential candidates and focus on offering compelling perks and benefits that resonate with today’s professionals,” Fey said. “Extra vacation time, expanded healthcare options, bonuses, or added flexibility can make your company an attractive employer in a crowded market.”
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