Recent research from Gallup paints a stark picture of current employee sentiment. Workers across the United States are experiencing unprecedented levels of disconnection from their jobs and employers.
Unlike the ‘Great Resignation’ that dominated headlines in previous years, today’s workforce finds itself in a much less freeing situation. Workers feel stuck and increasingly dissatisfied.
Some 61% of employees are actively seeking new job opportunities — the highest rate since 2015 — while employee satisfaction with employers has dropped to just 32%, a record low in over two decades of Gallup workplace surveys.
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Tension building
This disconnect creates a unique tension in the job market. Workers want change but find themselves constrained by economic uncertainties, and a cooling job landscape.
Job openings fell sharply to 7.6 million in December 2024, down from 8.16 million in November, a three-month low, according to the U.S. Bureau of Labor Statistics.
Meanwhile, monthly job gains averaged 180,000 in 2024, a significant decline from the 251,000 monthly average in 2023, and well below the 314,000 average between 2022 and 2023. All of this data reflects a gradual slowdown in labor demand.
Root of the problem
In addition to a feeling of being stuck due to the labor market, the report also points to several other key factors contributing to a growing sense of professional alienation.
Disruption is one. Some 73% of employees report experiencing significant workplace disruption in the past year.
A majority of managers (55%) are currently managing team restructuring, while 69% say they have taken on additional job responsibilities, and all while navigating budget cuts that are affecting 46% of organizations.
Gallup states: “The more disruption that employees have experienced, the more likely they are to feel burned out today.”
Hybrid and remote work also come under the microscope. For many workers, physical distance has created an emotional distance, with fully-remote employees reporting less connection to their organization’s core mission or purpose compared to hybrid colleagues.
Just 29% of exclusively remote workers agree that “the mission or purpose of my company makes me feel my job is important”, compared to 33% of hybrid employees.
Changing expectations since the pandemic is also mentioned, and this is from both the customer and employee side. For the latter, work-life balance is more important than ever, as is workplace flexibility.
However, customer expectations are cited as higher than before. Some 56% of employees say they have noticed changes in client expectations since the pandemic, and 71% of those employees attribute changes to more-demanding customers or higher expectations for digital experiences.
Lastly, the report points to poor management practices. Just 2% of CHROs think their performance management system works, which means an overwhelming majority do not have a reliable way to clarify expectations, align teams, recognize achievements or develop employees.
Taking action
For professionals feeling trapped in unfulfilling roles, hope remains. The job market, while challenging, still offers opportunities for those prepared to strategically navigate its complexities, but it’s usually worthwhile trying to improve your own station first.
But aside from moaning to a trusted colleague over gossipy lunches, what else can you do?
While it’s true much of the actions required need to be taken by those in leadership positions, and Gallup clearly outlines what these could be, that doesn’t mean you need to sit pretty. Here are some steps you can take.
First and foremost, if you’re uncertain about what is expected of you, it is essential you receive clarification.
Schedule a meeting with your manager to discuss your role, responsibilities, and priorities in line with the company’s mission. If your workplace has been heavily disrupted, you can use this as a jumping-off point.
Once these are clear, work with your manager to define KPIs that align with the team and organization’s goals. This can be highly motivating. Agree an action plan and have regular one-to-one meetings to discuss blockers, adjust timelines, and revisit expectations, if required.
Secondly, take some time to refresh on your organization’s missions, values and goals, and look at how your role contributes to the bigger picture. In a notebook, jot down what aspects of the job you enjoy or feel worthwhile, and consider how your work positively impacts others.
In your regular one-to-ones, request feedback from your manager, or ask your peers, about where your work –– individual or team –– is making an impact.
However, if you’ve tried all these, and still feel as disconnected as ever, it could be time to find somewhere new. Enter The Hill’s Job Board. By providing high-quality job opportunities across various sectors, our curated listings can offer a lifeline to those feeling professionally disengaged. Take a look today.
