2025 Exodus: Why 56% of Workers Want Out
Roberta Matuson
Strategic Advisor on Talent | Global Executive Coach | Public Speaker I Brand Ambassador | HBR Contributor I Helping organizations attract & retain the best people.
"All I want for Christmas is a new job" 🎵
Looks like Santa's sleigh is loaded with resumes this year.
56% of full-time U.S. employees want a new gig in 2025. 27% are already hunting.
1 in 3 are ready to quit without a backup plan.
Bold move.
Why the mass exodus?
💰 Low pay
😔 Feeling undervalued
🔥 Burnout
🚫 Limited growth
Companies, take note: Profits over people isn't a winning strategy.
Employees are at their breaking point.
But here's the kicker:
Rare managers, who genuinely support their team…They're keeping their people, even when the pay isn't top-notch.
## The Loyalty Factor
Quick story: Lyft driver, works security at a nursing home.
Never leaving her job.
Why?
• Supported her from day one
• Flexibility to care for her autistic child
• Found resources to help her son thrive
That's how you build loyalty.
## What Workers Really Want
99% want work-life balance
98% crave job security
Yet, companies are pushing for office returns. 🤦
## The Opportunity
If you offer flexibility, you've got a massive advantage.
• Start job posts with your flexible work options
• Be flexible whenever possible
• Fight for your people's flexibility with higher-ups
Remember: In the war for talent, flexibility is your secret weapon.
The future of work is flexibility and great leadership. Now’s the time to invest in your leaders and retain or create a culture where flexibility runs throughout the veins of your organization.
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CRA/Community Outreach Coordinator & Relationship Manager - encouraging fiancial empowerment and community and economic development for all communities.
4dI agree that flexibility is a key component in today’s job market. However I also believe that employers need to negotiate a delicate balance when offering flexibility. If the employer is willing to offer flexibility and, in many cases, higher pay to attract new talent, then the employer also needs to evaluate what will retain their loyal employees who have stuck with them. If a loyal employee who has worked for an organization for years begins to see a discrepancy between how legacy staff is treated as opposed to new staff, they are likely to belong to the demographic that you mentioned as being ready to quit without a plan B.
Medial claims auditor at WebTPA
1wI agree
OK Boštjan Dolinšek
Consultora de RRHH | Coach ejecutiva y Formadora en Habilidades directivas y liderazgo
1moThe "Great Resignation" continues to reshape the workplace. While the desire for change and better opportunities is understandable, it's important to recognize the complexities of the modern job market. While flexibility and work-life balance are undeniably important, it's crucial to remember that not all jobs are created equal. Some roles inherently require specific working hours or on-site presence. A one-size-fits-all approach to flexibility might not be the most effective solution for every organization or employee. Furthermore, while great leadership and supportive work environments are essential, they can't always compensate for significant pay disparities or limited growth opportunities. Striking a balance between employee satisfaction and business needs is a delicate art that requires careful consideration of various factors. It's also worth noting that while many employees are seeking change, others may be content with their current positions. The decision to stay or leave is often influenced by a variety of factors, including personal circumstances, career goals, and company culture. Ultimately, the future of work will likely involve a hybrid approach, combining remote work, in-office work, and flexible schedules.
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1moI’ve heard from many clients lately who, like the 1 in 3 mentioned, are ready to leave without a plan—and it’s no surprise. Burnout, feeling undervalued, and lack of growth are driving people to the edge. Your article nails it: loyalty is built through genuine care and flexibility. Leaders who invest in their people will thrive, while others risk losing talent.