Recent Gallup data reveals that more Americans are considering a job change than at any point in the last 10 years. U.S. employees feel increasingly frustrated and detached from their work—something Gallup calls the "Great Detachment." Even more interesting, a PwC survey conducted among over 56,000 workers in 50 countries shows that 28% of respondents are likely to change companies within the next 12 months.
A growing number of employees are planning a job change due to increased workloads and the desire to improve their skills. “Employee desires to job-switch will be driven by a multitude of reasons, but notably this year, two-thirds who said they are likely to switch in the next 12 months said opportunities to learn new skills are a key factor...,” said Pete Brown, Global Workforce Leader at PwC UK. Other reasons to consider a job switch are fewer promotions, smaller raises and impending layoffs.
Despite feeling stuck in dissatisfying roles, many people are waiting to make a move until they feel more confident about their future prospects. In the meantime, a number of workers have already started job searching.
The perfect time to switch jobs may be just around the corner. If you’re restless in your current role and ready to make a job change, here’s what you need to know.
With the U.S. election over, companies that paused planning have the clarity they need to make budget and hiring decisions for 2025. Some experts predict a slow resurgence with a more robust jobs market in Q3. “My expectation is that by Q2 we will start to see a slight pickup, and, by Q3, we will be in a pretty robust jobs market,” says Rajesh Namboothiry, SVP at Manpower. Recruiters also remain optimistic, with seven in 10 remaining confident about job growth and hiring demand in the next 12 months, according to a recent Recruiter.com and Findem survey. That’s great news for those individuals planning a job change.
In ManpowerGroup’s 2024 Global Talent Shortage report, 75% of companies globally report having difficulty finding skilled talent. The skills shortage is caused mainly by rapid technological advancements, like generative AI. With innovative technological solutions emerging, new skills are required to operate them. As a result, organizations in various industries like healthcare, technology and engineering are turning to new-collar workers to fill critical skill gaps. A new-collar job refers to positions prioritizing skills over a traditional four-year college degree. People often develop these specialized skill sets through non-traditional education paths like boot camps, certification programs or on-the-job training. Some employers are even training their current workforce to fill these positions.
While some high-profile organizations like Starbucks, Amazon and others issue return-to-office mandates, others are open to more flexible options. Research and advisory firm Metrigy recently released their Employee Engagement Optimization 2025 study, indicating that employers are modifying their strategies to strike the right balance between on-site and remote work. In 2025, over half of those surveyed plan to adjust their requirements to balance the need for internal collaboration with what employees want. In fact, structured hybrid models following a predefined schedule continue to grow in popularity. According to the Flex Index Q4 2024 Flex Report, 43% of U.S. firms now have a structured hybrid model—up from 20% in 2023.
As AI and other technologies reshape industries, leaders increasingly recognize the importance of hiring professionals with soft skills. In LinkedIn’s recent Global Talent Trends report, 69% of U.S. executives say they plan to prioritize hiring candidates with these skills. Unlike technical skills, soft skills can’t be outsourced to AI and are highly transferable across functions and industries. These assets are also a powerful differentiator during job interviews. When hiring managers are choosing between two strong candidates with equal technical skills, soft skills are often the deciding factor.
Workplace advisory platform meQuilibrium predicts that there will be a “manager crash” or a significant decline in manager performance and well-being in 2025. Over the past several years, companies have been engaged in reducing headcount, particularly middle managers. For example, Citigroup reduced 13 management layers to eight, while Amazon announced plans to increase its ratio of workers to supervisors by at least 15%. Most companies don’t intend to fill those roles, making it challenging for the remaining supervisors. The managers left behind take on much larger workloads and become increasingly disengaged. In addition, the lack of adequate company support puts managers at a higher risk of burnout and turnover than the people they supervise.
If you intend to make a job change, focus on developing technical skills in high-demand areas. Also, prioritize building critical soft skills like adaptability, creative problem solving and collaboration. Stay updated on industry trends, network with thought leaders and evaluate your personal brand to give yourself a competitive edge. By planning strategically, you’ll go from feeling stuck to taking your career to a whole new level.
