Q2 Workforce Trends: Pay Pressure, Cautious Mobility, and Growing Retention Risk
The labor market remains active, but the motivations behind workforce movement are shifting.
TRC Talent Solutions surveyed more than 1,000 workers across the United States to better understand how the workforce is feeling about today’s job market, what is influencing career decisions, and where employers face the greatest retention risk.
Our Q2 2026 Pulse of the Workforce Survey reveals that employees are still open to new opportunities, but they are becoming more financially focused and increasingly cautious. While career advancement remains a primary driver of job searches, compensation, economic uncertainty, and long-term stability are playing a much larger role than they did just one quarter ago.
Here are the key insights shaping today’s workforce.
Employees Are Still Looking, But Confidence Is Softening
Despite ongoing economic uncertainty, workforce mobility remains high.
61% of employed workers say they plan to seek a new opportunity within the next three months, which is slightly higher than it was in Q1. At the same time, confidence in finding a new position has declined, with 70% saying they feel confident compared to 73% last quarter.
Employees haven’t stopped exploring opportunities. Instead, they’re becoming more selective about when and why they make a move.
Key Takeaways
- 61% plan to seek a new role in the next three months.
- 70% feel confident they can find a new job.
- Workers remain mobile but are placing greater value on stability and long-term security.
Career Growth Still Matters, But Pay is Nearly Equal in Priority
Career advancement continues to be the leading reason employees consider changing jobs, but compensation is quickly closing the gap.
44% of respondents cite career growth as their primary motivation for seeking new employment, while 40% say dissatisfaction with wages is driving their search.
Other workplace concerns, including management, work-life balance, company culture, commute time, and recognition, trail significantly behind.
The Q2 data suggests employees no longer see career growth and competitive pay as separate priorities. They increasingly expect both.
Economic Pressure Is Changing Employee Behavior
Inflation and broader economic conditions continue to influence workforce decisions.
More than one-third of respondents say they are actively seeking higher pay because of economic conditions. Others are delaying career moves or taking on additional work to offset financial pressure.
This creates two distinct workforce behaviors:
- Employees pursuing higher-paying opportunities.
- Employees staying put longer because the market feels less certain.
Neither group should be mistaken for being fully engaged or committed to their current employer.
Mid-Career Professionals Present the Greatest Retention Risk
The survey identified one experience group that deserves particular attention.
Employees with 6 to 15 years of experience are the most likely to be exploring new opportunities, with 71% of those with 6-10 years of experience and 72% of those with 11-15 years actively considering a job change.
These professionals often hold critical knowledge and leadership potential, making their departure especially impactful.
Organizations focused on retention should pay close attention to compensation, career development, and internal growth opportunities for this segment of their workforce.
AI Optimism Continues, But Concerns Are Growing
Employees continue to recognize the value of artificial intelligence, but uncertainty is increasing.
37% believe AI will help them work more efficiently, while nearly one-quarter expect AI to replace portions of their current role.
As AI adoption accelerates, employees are placing greater importance on developing new skills that help them remain competitive and adaptable.
For employers, this reinforces the importance of investing in upskilling and communicating how AI will support, rather than simply replace, employees.
What This Means for Employers
Our Q2 2026 Pulse of the Workforce survey paints the picture of a workforce that remains highly engaged with the job market, but whose priorities are evolving.
Employees are balancing career ambitions with financial realities. They’re weighing compensation, stability, and long-term growth more carefully than before, while also preparing for changes brought on by AI and automation.
Organizations that proactively evaluate pay competitiveness, strengthen career development, invest in employee skills, and monitor retention risk will be better positioned to attract and retain top talent throughout 2026.
Understanding these shifts before employees decide to leave gives employers the opportunity to act before turnover becomes a business problem.
Turn Workforce Insights Into Action
The trends in this report highlight where retention risk is growing and what employees value most in today’s market. TRC Talent Solutions helps organizations respond with workforce planning, recruiting strategies, and talent solutions designed to attract, retain, and engage the people who drive business forward.
