What’s happening in the evolving US job market right now? We have data for you on the biggest changes from 2021 to 2023 in the worker mindset.
As an employer looking to attract and – more importantly – retain talent, the Great Discontent survey report for the United States should provide you with a north star going forward.
What we’ve learned from asking 750 US workers is that they value the following:
- stability and security
- flexibility in schedules and work locations
- connections and humanity
- and, of course, compensation.
We always knew this. But it’s become even clearer over time, including in our 2021 survey on the same topic and again in 2023. We’re seeing flexible work become the standard in many jobs – even if most employers are more hybrid than they are remote. Compensation is absolutely growing along with inflation – people are expecting to be compensated more for the work they put into a job, and they’re getting it in many cases.
Most of all: the expectation from US workers is that a job isn’t just a “job” – it’s a livelihood. When we’re spending 40 or more hours every week at the grindstone, it becomes an intrinsic part of our overall life experience. And pounding sand isn’t going to cut it – the work needs to mean something.
As remote work starts finding its groove in a more sustainable fashion, the workforce isn’t shy about saying, “We love the flexibility, keep it coming.” They’re also wearing their hearts outwards and valuing a workplace that feels like a community, where company culture and relationships glues everything together.
Plus, where an opportunity for career growth knocks, workers in the United States will answer that door whether that’s with your company or another employer altogether.
Now, here’s the big question: What does this tangibly mean for you, the employer?
When your company is struggling to roll with the punches, especially during these volatile times, you’re likely calling on your teams to roll with the punches too. The expectation is that your employees and colleagues will step up and put the work in – after all, your company’s livelihood depends on them.
That’s fair, of course. But the question is – will they respond to that call for action? And more importantly – how can you set it up so that they *will* roll with you?
The answer is clear from our survey. People are very hesitant to move jobs, but they will move for a new opportunity. They’ll stay with you when they’re engaged – and while engagement is a two-way street, a lot of it falls on you to build that optimal experience so your teams will stay with you for the long haul.
