More than half of U.S. millennials say they feel unsettled in their careers, according to a new survey from career training firm ELVTR. The survey found that 55% are still figuring out their career path, while 59% said they sometimes look for an external reason — such as a layoff — to leave a job they dislike, even in a difficult hiring market.
Millennials, born between 1980 and 1996, now make up the largest share of the U.S. workforce at 36% and hold the largest portion of management roles, increasing the business impact of their dissatisfaction.
Employee Engagement Remains Low
Broader workforce data shows the issue extends beyond one generation; only 31% of U.S. employees were actively engaged at work in 2025, down from a peak of 36% in 2020. Engagement has declined each year since.
Among millennials, declining engagement appears closely tied to limited career development. In 2020, 42% of millennials said they had opportunities to learn and grow at work. By 2025, that figure fell to 31%.
Employers Face Pressure From Multiple Directions
The data arrives as employers face slowing growth, tighter labor markets, and growing pressure to improve productivity through AI and automation. At the same time, leaders report lower tolerance for disengaged workforces, creating tension between performance expectations and employee morale, according to Korn Ferry.Â
Work-life balance continues to rank high for millennials, many of whom are now in their late 30s to mid-40s and less willing to trade personal time for uncertain advancement.
Trust and Purpose Influence Retention
While dissatisfaction is widespread, most millennials are not actively planning to leave. Only 25% said they are preparing a career pivot.
Korn Ferry data suggests trust in leadership plays a key role in retention. In its Workforce 2025 survey, trust and confidence in management ranked among the top factors influencing whether employees stay, with 80% of workers saying they would remain in a role because they trust their manager.
The surveys point to a workforce that is staying put but disengaging. For employers, the risk may be less about immediate turnover and more about reduced productivity among the largest segment of the labor force.
