Dr. Gleb Tsipursky – The Office Whisperer
Nirit Cohen – WorkFutures
Angela Howard – Culture Expert
Drew Jones – Design & Innovation
Jonathan Price – CRE & Flex Expert
A growing share of employees say their relationship with work is neither committed nor over. A Glassdoor poll of U.S. professionals show workers are staying put for security even as engagement weakens, highlighting a labor market defined by caution rather than loyalty.
Stability Keeps People in Place
Recent polling found 93% of workers have stayed in a job they didn’t enjoy because it felt stable. At the same time, 63% describe their relationship with work as complicated or nearing a breakup, and 74% say they don’t believe they can truly do what they love in today’s job market.
Employees are less emotionally attached to employers but less willing to take risks in an uncertain economy.
Management Still Drives Retention — and Exit
Leadership remains the biggest factor shaping job satisfaction. Workers frequently report that roles deteriorate after schedule changes, micromanagement or unrealistic workloads. Review data shows employees who rate an employer poorly are far more likely to change jobs than those who rate it highly.
Yet mobility is constrained. Even dissatisfied workers often stay, creating a workforce that is physically present but psychologically detached.
Some Workers Repair the Relationship
Not all employees leave. About 28% of workers who once rated their employer poorly later improved their rating within two years, often after changing teams or managers. Internal moves, mentorship and better supervision can significantly reshape job experience without a resignation.
Switching employers can also help: workers moving to highly rated workplaces were more likely to report better experiences than at their previous company.
The New Career Reality
The emerging model is neither lifelong loyalty nor constant job-hopping. Workers increasingly treat employment as adjustable — staying for security while searching for better alignment through projects, teams or leadership.
For employers, the implication is clear: retention now depends less on perks and more on day-to-day management quality. In a cautious labor market, employees may not quit immediately, but disengagement can grow quietly — and linger.
