Why are 50% of US and Canadian employees on the lookout for a new job?

Time of India

27-06-2025

Why are 50% of US and Canadian employees on the lookout for a new job?
They're showing up, logging in, hitting their targets — and quietly planning their exit. Across the US and Canada, half of all employees are actively looking for or open to a new job, according to Gallup's
State of the Global Workplace 2025
report.
And it's not just a temporary itch — it's a signal that even in the world's most 'engaged' workforce, something isn't working.
These workers aren't unproductive or checked out. Many are high-performing — but emotionally exhausted, quietly struggling, or simply no longer willing to settle. Daily stress, loneliness, and a sense of disconnect are becoming routine, especially for those under 35, who are not only feeling the weight of modern work but also leading the charge to move on from it.
This isn't just a turnover problem. It's a warning shot for workplaces across North America: when high engagement meets low wellbeing, loyalty becomes the first casualty.
Leaving comes easy
Not only are workers considering new roles, they're optimistic about the job market itself. Gallup found that 57% of employees in the U.S. and Canada believe now is a good time to find a new job, and that optimism is strongest among younger employees — 61% of workers under 35 share this belief.
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For employers, this means the risk isn't just hypothetical. Workers don't feel stuck — they feel empowered to walk away.
The emotional toll of everyday work
Gallup's data reveals the emotional undercurrent driving these trends. Many employees, particularly younger ones, are carrying invisible burdens:
50% feel stressed every day, with 46% of those under the age of 35
22% feel sadness daily
17% report daily anger
15% say they feel lonely every single day
These emotions aren't confined to off-hours or personal lives — they're happening during the workday, quietly shaping how people show up, interact, and perform.
Wellbeing is splintered
When asked to rate their overall lives, just 52% of employees in the U.S. and Canada said they are 'thriving' — a figure that, while higher than the global average, still leaves nearly half of the workforce in a more precarious state. According to Gallup, 44% say they are 'struggling,' and 4% report that they are 'suffering.' These aren't just abstract categories — they reflect real experiences of financial insecurity, emotional exhaustion, and lack of hope for the future.
It's a sobering contrast in a region often seen as a global leader in productivity and opportunity. Despite strong economies and relatively high engagement levels, many workers aren't experiencing those benefits in their day-to-day lives. Thriving at work doesn't always translate to thriving in life — and for nearly half the workforce, it clearly doesn't. The data reveals a growing gap between surface-level success and deeper personal wellbeing.
Engagement doesn't equal retention
North America leads the world in employee engagement, with 31% of workers considered engaged at work. But that headline figure masks a deeper problem: the majority are still emotionally disconnected from their jobs. According to Gallup, 52% of employees in the U.S. and Canada are 'not engaged,' while 17% are 'actively disengaged' — meaning they may be spreading negativity or even undermining workplace goals.
These numbers highlight that engagement isn't a fixed state.
Employees might feel motivated and connected one day, then mentally check out the next. And clearly, being engaged doesn't guarantee retention — many are still ready to walk away.
What this means for employers
Gallup's findings are a wake-up call for companies that assume high performance means high loyalty. Retention strategies can no longer rely on compensation or perks alone. Employees, especially younger ones, want meaningful work, emotional support, growth opportunities, and environments that prioritize mental wellbeing.
Failing to meet these needs could mean losing not just your next generation of leaders — but also the momentum your business depends on.
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