LinkedIn's Survey ShowsWorkers' Confidence In Job Security And Job Prospects Plummet, While Pessimism Rises
Person is working late at night with no one else in the large building, with a poster hanging in the ... More window saying, "help'
On LinkedIn people are not seeing the 'I found a new job' posts as much as they used to. But, there are still a lot of 'open to work' green banners. LinkedIn, the go-to social media site for searching for jobs and networking offers a great perspective of the workplace. The most recent LinkedIn Workforce Confidence Survey reveals that U.S. workers' confidence in their job security and ability to find new employment has dropped to its lowest level since the survey began in 2020. It's even lower than at the height of the pandemic.
Economic uncertainty fueled by tariffs, widespread layoffs, inflation, fears of AI stealing jobs, and automation has eroded optimism for workers and job seekers. This thread cuts across most all industries and demographics. Recent studies and surveys from LinkedIn, ZipRecruiter, Pew Research Center, and Gallup, shows the depth of this pessimism.
LinkedIn's recent Workforce Confidence Survey revealed a troubling decline in U.S. workers' confidence in job security and career prospects. In particular, Gen Z emerged as the most pessimistic group. The survey highlights growing economic fears and a tightening job market, impacting younger workers.
The survey indicates an erosion of optimism among U.S. workers. Average job confidence fell, driven by fears of an economic downturn. This reflects workers' confidence in finding or keeping jobs, advancing careers, and improving finances.
ZipRecruiter's Job Seeker Confidence Index echoed this trend. Job seekers expressed growing unease about labor market conditions and the job search process, compounded by weakened financial well-being. The Pew Research Center's October 2024 survey of 5,273 employed U.S. adults found that while 69% felt some job security, confidence in finding new employment had cratered compared to 2022.
A striking 52% of workers said securing a desired job would be difficult. Furthermore, a Gallup poll highlighted the pessimism, with 58% of Americans in 2025 believing it's a bad time to find a good job.
According to LinkedIn data, Gen Zs, born mid-to-late 1990s to early 2010s, reported job confidence declining, along with heightened anxiety, particularly among younger workers, in a challenging economic climate.
A number of factors explain Gen Z's low confidence level. As recent workforce entrants, Gen Z often holds less stable, entry-level roles, making them more vulnerable to layoffs. There's an old adage in the job market, 'you don't want to be the last one hired and the first one fired' when times go bad. Gen Z, still developing skills, feel exposed to displacement as companies are quickly prioritizing AI.
LinkedIn data shows a year-over-year drop of about 6–7% hiring declines through February 2025, This disproportionately affects less experienced workers, limiting opportunities for Gen Zs. These challenges amplify Gen Z's pessimism.
There has been a fast growing job market and workplace trend that feels anti-human worker. AI and automation technologies are being deployed at blazing speed. A growing number of large companies are using AI to streamline operations, cut costs, and boost productivity. The results are that human workers and contractors are facing layoffs, replaced by AI. Companies contend they need to make tough decisions which include laying off workers to remain competitive.
Major corporations including Klarna, UPS, Duolingo, Intuit, and Cisco Systems are replacing laid-off workers with AI and automation. While these technologies enhance productivity, they raise serious concerns about future job security. For many workers, there is a big concern over whether or not their jobs will be impacted.
Employers need to offer clear career growth and learning opportunities. They should provide upskilling, training, and mentorship. It's important for leadership to provide psychological safety, so young workers feel comfortable to say what they think. Managers should also offer pathways for young workers to grow within the organization.
Transparent and honest communication is a must. Supervisors can share regular feedback about their performance. They should also share the individual and company goals and objectives so that everyone is on the same page. Creating a supportive and inclusive culture that values diversity and fosters community, enables Gen- Z employees to feel a strong sense of belonging and engagement.
By offering flexibility and autonomy in work arrangements, such as hybrid or remote options. Managers must demonstrate respect for work-life boundaries, and support their emotional well-being and individuality.
Importantly, companies must compensate this cohort for their contributions through both formal acknowledgment and competitive pay. These actions will help motivate Gen Z workers and reinforce their confidence in their roles.
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