Editor’s note: This story originally came from FLEXJobs.com.
Since the work market continues to appear, flexjobs analyzes recent norms that affect today’s work to provide job seekers for modern experts.
In fear of the impact of artificial intelligence (AI) in the safety of the Return-to-office
But many are willing to make work change for it.
Finding more insight into performance experiences and ideas about work-related decisions and employment goals, flexjobs develop the survey and vote for US February experts between February 4, 2025.
The results, combined here in FlexJobs’ State of the Greatport Report, emphasize to receive anticipated tests test: continues to be remote job options.
When the sustainer is not met by their current employer, most of the workers are determined to change the activities to protect the remote requirements.
Work changes that are motivated by the need for a long job and good growth
According to Flexjobs’ 2025 State of the Workplace Reperson, 69% of respondents have changed or looks to change work fields last year.
Flexjobs report found maximum recreational resources
- Work options afar (67%)
- Advanced performance balance (52%)
- Fulfillment of a great job (48%)
- A set of exposed skill (40%)
“This data suggests the most Workforces in Flux, and most people are actively thinking or make changes to their professional health,” said Toni Frana, leading a skill function in Flexjobs.
“That custom is direct or not or not or not or not or not or not or not or not
1 employees stopped or viewed quitting 6 months ago
Flexjobs research revealed that one third of (33%) of respondents is considering quitting or quitting their jobs within the last six months. Specifically, 18% said they thought to stop their current job, and 15% said they had just left their job.
These findings show powerful interest in the long-term job satisfaction of a quick task. In fact, Flexjobs reports of the Flexjobs received a number of important factors to impact on this workshop.
The leading causes of employees quit or process to stop including:
- A culture of a poisonous company (69%)
- Feeling disrespectful or in work protected (60%)
- Poor Balance of Work (57%)
- Low or incorrect payment (56%)
Reasons workers stopped quitting or processing to stop
Some high-income maximizes to stop or think that stop their jobs include:
- A bad manager (54%)
- Distressing work (48%)
- There are no developing opportunities (42%)
- The values of the illiteracy and your values (38%)
- Hours of unchanging work (37%)
- Designers who do not agree (25%)
- Designed or incorrect period (21%)
Help to work-strengthening Post-Pandemic
When it created that many experts often work at home, the epidemic creates a larger number of remote workers. According to the US community research (ACS) conducted by the US Census Bureau, the number and percentage of homework “more than 20 to 2021.”
By working with this great change in a remote work driven by the epidemic, experts begin to see and reap good working benefits. For remote work benefits such as low pressure, including more, and a better lifeline, remote work options develop the reliability of employees.
Unfortunately, however, some employers have remembered remote apps given during the epidemics even though they benefit. With a remote job losses between employees who are forced to return to the office, employers face losing the talent again.
In addition to the flexjobs survey in the Flexjobs survey on RTTS claims that you know or intend to give up their work due to accessing RTTo.
In flexjobs’ 2025 survey, above quarter (27%) respondents have agreed that “somewhat (14%) or” 13%) were reliable to their employers after their employers after the epidemic.
What they say will not improve their loyalty to the company
When asked for things that would make the workers very dependable in the company, the top answers are:
- Desert Options Design (68%)
- High Payment (63%)
- Changing schedules, such as a four-day Workekaeks (61%)
- Recognition and Appreciation for employees (56%)
- Repairs to standard living cost (48%)
- Teaching and Development Opportunities (41%)
- A strong company culture (36%)
- It puts health and health (33%)
This findings of Morror Flexjobs’ 2024 status of the operating report, which found the better payment, the options of the variable, and healthy company methods promote labor observance.
Significantly, six months during the current research and current voting, professional experts hold on five important waters: Top Payment, Companion Opportunity, Companion Opportunities, and Advanced Development opportunities.
Agreement? The need for a long and variable work is still higher in many professionals.
Double job wish is the desire to pay better and benefits
While higher payment is a higher feature in staff’s reliability and reserves, our research results indicate a remote work remains the most important and new job.
More than three (37%) of the respondents meant a remote feature when you think of a new work, a 5% higher job.
However, high competition for jobs (47%) and the lack of remote work options have been within the great frustration that the work is appropriate.
The major challenges looking for work deal with
Some top challenges identified between the job searches include:
- Age and apartheid (44%)
- Lack of obvious hiring process (44%)
- Lack of work balance in many (32%) activities
- Ai and Automation (29%)
- To emphasize degrees over skills and experience (28%)
- Lack of Facility (26%)
- Difficulty to negotiate income and benefits (16%)
Job seekers share red flaginish phrases and concerns of future work
The job seekers are becoming increasingly the Savvy, and look at red flags.
When asked to look at the phrase “the red flag” the largest “flag” of jobs, respondents say the higher phrases look at the “red flags” on the work post:
- “Rock Star” (19%)
- “Wearing more Hats” (18%)
- “Hustle” (17%)
- “Family” (16%)
- “The instant nature” (14%)
In addition, when asked for their great fears respecting the future of the work, employees identify three senior as:
- Double job reductions (21%)
- Concern about the expulsion of ai (19%) work
- Erosion of employee rights (15%)
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