Movement Is High, But More Intentional Than Ever
The workforce is not standing still.
According to TRC Talent Solutions’ Q1 2026 Pulse of the Workforce Survey, employee movement remains elevated, but the why behind that movement is evolving. Today’s workforce is not leaving out of frustration. They are making deliberate decisions about growth, compensation, and long-term career trajectory.
If you are planning your workforce strategy for 2026, this shift matters.
Job Seeking Is High and Confidence Is Even Higher
The data is clear. Workforce mobility is no longer slowing down.
60% of employees say they are actively seeking new opportunities, while 73% feel confident they can find one. That combination is important. It means employees are not only open to change, they believe the market supports it.
This creates a very real dynamic for employers. Even high-performing, engaged employees are exploring what else is available. Retention is no longer just about satisfaction. It is about opportunity.
Career Growth and Compensation Are Driving Movement
What is pushing people to make a move?
It’s not culture. It’s not management. It’s not even work-life balance.
Career growth (47%) and compensation (37%) are the primary drivers behind job-seeking behavior.
This signals a shift in mindset. Employees are not reacting. Instead, they are advancing.
For employers, this changes the conversation. Retention strategies cannot rely on engagement alone. They must clearly show progression, development, and financial upside.
Workforce Mobility Is Expanding Across Career Stages
One of the more notable shifts in this quarter’s data is who is moving.
Job-seeking activity is now evenly distributed across tenure groups, ranging from 57% to 70%.
Early-career employees remain highly active, but mid- and late-career professionals are just as engaged in exploring new opportunities.
This creates broader exposure for organizations. Turnover risk is no longer concentrated in one segment of the workforce. It exists across your entire team.
Economic Pressure Is Creating More Selective Movement
While movement is high, it is also more calculated.
Employees are thinking more carefully about when and why they move. Economic pressure is playing a key role in that decision-making.
- 34% are actively seeking higher pay
- 17% are delaying job changes
- 16% are taking on additional work
- 29% report no significant impact
The takeaway is not that people are hesitant. It is that they are being more strategic.
Stability and compensation are taking on greater importance, and employers who cannot clearly communicate both may struggle to compete.
AI Is Seen as a Tool, Not a Threat
Despite ongoing conversations about AI in the workplace, employees are not viewing it as a replacement.
Instead, they see it as a way to improve how they work.
- 43% say AI improves efficiency
- 16% say it creates new opportunities
- Only 20% believe it may replace parts of their role
This aligns with what we are seeing across the market. AI is becoming a multiplier, not a substitute.
Organizations that invest in AI alongside their workforce, rather than instead of it, are better positioned to attract and retain talent.
Employees Are Investing in Future-Ready Skills
Today’s workforce is not waiting to be told what comes next. They are preparing for it.
Upskilling is focused on long-term growth, with emphasis on:
- Leadership development
- Technical and digital skills
- Certifications and licensing
- AI and automation tools
This reinforces a key theme from the data. Employees are thinking ahead. They are building careers, not just holding jobs.
What This Means for Your Workforce Strategy
The biggest takeaway from this quarter’s survey is simple.
Workforce movement is still high, but it is more intentional than ever. Employees are not leaving randomly. They are making calculated decisions based on growth, compensation, and long-term opportunity.
For employers, this means reacting after someone resigns is too late. Workforce strategy must become proactive.
That includes:
- Building clear career pathways and advancement plans
- Staying competitive on compensation in a shifting market
- Investing in skills development and future-ready capabilities
- Planning for churn before it impacts performance
With more than half of employees actively exploring new opportunities, even among those who feel secure, every organization needs a plan in place.
Turning Workforce Movement Into Workforce Strategy
At TRC Talent Solutions, we help organizations stay ahead of workforce shifts before they become disruptions.
Through a combination of talent acquisition, workforce insights, and strategic solutions, companies can move from reacting to turnover to planning for it.
