Why 61% of Workers Plan to Change Jobs
More than half of employed workers are still planning their next move. In our Q3 2026 Pulse of the Workforce Survey, 61% of employed respondents said they plan to look for a new role in the next three months. That number is unchanged from Q2 and up from 57% a year earlier. How many people are looking has stayed about the same. Why they are looking has changed.
Career growth is the top reason workers give for seeking a new role. Unhappiness with wages and poor work/life balance come next. Work/life balance rose the most from last quarter, which suggests day-to-day experience is playing a bigger role in decisions to leave.
Pay Is About Fairness, Not Just More Money
When asked what drives their pay goals, 56% of respondents want pay that matches their skills and market value. Nearly half want to keep up with inflation (47%) or reach major life milestones like buying a home or paying off debt (46%). Just over a third (35%) want to maximize their earnings regardless of the economy.
Career Growth Means More Than a Promotion
Moving into management or a higher title tops the list at 60%, but workers define advancement more broadly than that. 54% value company-paid training, certifications, or learning time. 45% want clear performance goals that automatically trigger a raise, and 38% want to work on high-impact projects.
Confidence Isn’t Commitment
Most respondents trust their leaders: 72% are very or somewhat confident in their company’s economic plan. That confidence isn’t stopping them from looking, though. Employees can believe in where their company is headed and still leave for a clearer path somewhere else.
Workloads Are Growing Faster Than AI Can Help
65% of respondents say they are constantly or occasionally asked to do work outside their job description. AI isn’t making up the difference for everyone, and 42% don’t use AI tools at all. Among the rest, 26% call AI a huge help. Another 22% say it’s a tie, because the time it saves goes into fixing its output. 9% say it adds to their workload.
What This Means for Employers
Keeping employees is becoming less about fixing what makes them unhappy and more about competing with what else is out there. Workers who feel secure may still leave if another employer offers better growth, fairer pay, or a more manageable workload. Employers that spot these risks early and invest in development, fair pay, and realistic workloads will be better positioned to keep their people.
TRC Talent Solutions helps employers identify where talent risk is building, prepare for roles that will be hard to replace, and strengthen recruiting and retention before workforce gaps affect the business.
