The biggest factors driving employee job changes this year

Employee satisfaction is a critical factor in workplace retention, and recent statistics reveal a striking shift in job market sentiment. A staggering 67% of employees are considering changing jobs this year, driven by a range of factors that highlight evolving workplace expectations.

One of the most significant motivations for employees looking to move is higher pay and better benefits, with 48% citing this as their primary reason. In an increasingly competitive job market, employees expect salaries that reflect their contributions and align with rising living costs.

Additionally, 34% of employees are seeking more flexible work arrangements. The demand for hybrid and remote work continues to shape the modern workforce, with many workers unwilling to return to full-time, on-site roles.

Beyond financial and flexibility concerns, workplace dissatisfaction remains a driving force behind job changes. 22% of employees feel undervalued, and perhaps even more strikingly, only 51% believe their current pay is fair. These statistics underscore the importance of employers ensuring that compensation and recognition strategies align with employee expectations.

To delve deeper into this shift, Ben Wheeler, Queensland Managing Director at people2people, explored what’s behind these figures and what businesses can do to retain talent in today’s competitive landscape.

"Employees today are making career decisions based on salary, flexibility, and workplace culture."

According to Wheeler, the increasing number of employees considering job changes is a direct reflection of how workplace expectations have evolved.

"The fact that 67% of employees are looking for a new role should be a wake-up call for businesses. Employees today are making career decisions based on salary, flexibility, and workplace culture—if these aren’t meeting expectations, they’ll move on," he explained.

One of the standout statistics was that nearly half of employees (48%) are prioritising better pay and benefits in their job search. Wheeler noted that as cost-of-living pressures mount, salaries have become a focal point for job seekers.

"We’re seeing more candidates choosing roles that offer competitive salaries and additional benefits. It’s not just about base pay anymore—people are looking at perks like bonuses, wellness programs, and professional development opportunities," he added.

Beyond financial incentives, work-life balance is another major factor driving change. 34% of employees indicated that flexible work arrangements were a priority, reflecting a growing expectation for hybrid and remote options.

"The push for flexible work isn’t going away. Employees now expect some level of remote work or flexible scheduling. Businesses that insist on rigid structures may struggle to attract and retain top talent," Wheeler noted.

Compensation and flexibility aren’t the only concerns—many employees feel undervalued in their current roles. 22% of employees reported feeling unappreciated, a statistic that Wheeler finds particularly concerning.

"Recognition is key to retention. When employees don’t feel valued, their engagement drops, and they start looking elsewhere. A simple ‘thank you’ or an acknowledgement of good work can go a long way in improving job satisfaction," he emphasised.

This lack of recognition ties directly into another telling statistic: only 51% of employees believe their pay is fair. When employees feel underpaid, it can lead to frustration and disengagement.

"If half of the workforce feels their salary isn’t fair, businesses need to take a hard look at their compensation structures. Transparency and clear pay progression pathways can help address these concerns," Wheeler advised.

Another area of insight from the market update was how employees are currently working. 47% of employees are fully on-site, while 45% are in flexible or hybrid work arrangements. This nearly even split highlights that workplace expectations vary widely across industries and individual preferences.

For businesses, understanding how to balance in-office and remote work options is crucial for retaining employees. Wheeler pointed out that rigid policies that don’t accommodate employee preferences can lead to higher turnover.

"Workplace flexibility is no longer a perk—it’s an expectation. Companies that adapt and offer hybrid options where possible will have a competitive edge in talent retention," he said.

With 67% of employees actively considering a job change, businesses must act to retain top talent. Competitive salaries, flexibility, and employee recognition are no longer optional—they are essential for engagement and retention.

At the same time, employees should carefully evaluate their motivations for changing jobs. Addressing workplace concerns, seeking internal opportunities, and having open discussions with management may provide better long-term career satisfaction than a job switch alone.

As the job market continues to evolve, both employers and employees must stay proactive in shaping the future of work. Could a job change be the right move for you? The answer might not be as straightforward as it seems.

How employees can take control of their career satisfaction

For employees considering a job change, it’s important to assess whether leaving a current role is the best option or if improvements can be made within their existing company.

Here are some key steps professionals can take to evaluate their job satisfaction and make informed career decisions:

Identify the root cause of dissatisfaction
Is it salary, flexibility, career progression, or workplace culture? Knowing the exact issue can help determine whether a job change is necessary or if discussions with management could lead to improvements.

Have open conversations with employers
Before making a move, employees should communicate their concerns with their employer. Many issues, such as salary concerns or lack of flexibility, can often be addressed through discussion.

Explore internal growth opportunities
If career progression is a concern, employees should consider whether upskilling or taking on new responsibilities within their current role could offer professional development and salary increases.

Weigh the pros and cons of a job change
Changing jobs doesn’t always guarantee increased job satisfaction. Employees should evaluate whether a new role will truly solve their concerns or if they might face similar challenges elsewhere.

Stay proactive in career development
Professionals should continuously assess their market value, keep their skills up to date, and stay informed about industry salary trends to ensure they are well-positioned in the job market.