Latest news with #WorkforceConfidenceSurvey
Yahoo
3 days ago
- Business
- Yahoo
LinkedIn Survey Reveals Remote Work Might Be Getting Harder To Find — What That Means for You
When the COVID-19 pandemic struck in 2020, the entire world went inside. Many businesses that stayed open relied on remote workers to continue their operations, and, as the pandemic subsided, many employers found that remote work was still a viable option. Check Out: Try This: In 2025, however, it seems like the party is ending, at least for those who want to work remotely. In addition to a number of well-known companies very publicly saying that they wanted workers to return to the office — JPMorgan Chase, Starbucks and Amazon being just a few — the general marketplace appears to be shrinking for remote workers. At least, that's the conclusion of a recent LinkedIn survey. But is remote work really getting harder to find, and is it a trend that will continue? Here's what the hard numbers say. Also, check out some of the top remote jobs that pay $100,000 or more. LinkedIn's Workforce Confidence Survey, released in March 2025, shows that remote work has been steadily declining since 2020. In October 2020, for example, 46% of employees worked remotely, while 39% were mostly onsite. Those numbers had flipped as of February 2025, with 55% working mostly onsite while just 26% worked remotely. Hybrid work has remained relatively constant with a slight uptick in recent years, going from 12% in October 2020 to 16% in February 2025. Read More: Interpreting statistics can be a tricky business. On the one hand, it seems clear from the data that the trend in remote work is decidedly downward, while more and more workers are returning to the office. But the pandemic was a once-in-a-lifetime event, a true statistical outlier that made 'normal' statistical analysis irrelevant. While the number of remote workers has been cut almost in half over the past four to five years, it's still extremely elevated relative to the normalcy that existed before the pandemic. According to the Bureau of Labor Statistics, just 6.5% of workers in the private business sector worked from home in 2019. That's just one-fourth of the number of remote workers today. Looked at another way, there are four times as many remote workers in 2025 as there were in 2019. While the trend in remote workers may be down, it really had nowhere to go but down after peaking in 2020. In spite of the overall percentage decline, many companies are still actively hiring remote workers. For companies that were founded during or after the pandemic, remote work may have been all that they ever offered. Others simply find that remote work still fits into their overall business plan. According to U.S. News & World Report, these are just a few of the many companies that still hired remote and/or hybrid workers as of late 2024, either exclusively or in conjunction with in-office workers: Coinbase Atlassian Autodesk Cash App Kelly Kforce Splunk Yelp In addition to the slow return to normalcy as the effects of the pandemic subsided, the tightening of the overall job market may also be contributing to the slowdown in remote hiring. Although mass layoffs have not yet hit the broad economy, many companies are at least slowing their hiring. If economic conditions worsen, however, then the job market may shrink even more. This, in turn, may also reduce the number of remote jobs available. Remote work may be trending down from the days of the pandemic, but this doesn't mean they're going away. While the absolute number of remote jobs may be shrinking, remote work is still much more prevalent today than it was six years ago, before the pandemic. It may take a bit more legwork, but if you're a qualified candidate determined to find a remote position, there's likely still one out there waiting for you. More From GOBankingRates 25 Places To Buy a Home If You Want It To Gain Value 6 Hybrid Vehicles To Stay Away From in Retirement This article originally appeared on LinkedIn Survey Reveals Remote Work Might Be Getting Harder To Find — What That Means for You
Forbes
05-05-2025
- Business
- Forbes
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.
Forbes
13-04-2025
- Business
- Forbes
LinkedIn Data Reveals Workforce Confidence Is Declining. Here's Why
Workforce confidence is slipping across the organization. Whether you're a C-suite executive or a young professional early in your career, the current global environment is likely affecting you. From tariffs and shifting economic policies to the disruptive nature of emerging technologies like AI, uncertainty is around every corner. This uncertainty isn't just a feeling: LinkedIn's Workforce Confidence Survey and Executive Confidence Survey reflected a noteworthy decline in optimism. Worker confidence (measured on a scale from -100 to +100) dropped 10 points recently, falling to +24 from +34 in March 2024. This metric gauges how secure workers feel in keeping or finding a job, advancing their careers, and improving their financial situations. Meanwhile, executive confidence, which reflects leadership sentiment around organizational growth, profitability, and talent acquisition, fell to +54, down 2 points year-over-year. Anxiety, stress, and disillusionment often follow when emotion begins to steer the ship. These sentiments are now seeping into the workplace. Below are three contributing forces eroding workforce confidence and morale: Confidence is the most valuable workplace currency right now. Unfortunately, uncertainty is suffocating it. Economic fluctuations are one layer. In addition, there is a growing concern around AI and its potential impact, thus increasing the likelihood of ambiguity becoming deeply entrenched in the workforce. This concern reaches all tiers of the organizational hierarchy. According to Dataiku's Global AI Confessions Report CEO Edition, produced in conjunction with Harris Poll, 74% of CEOs believe they could lose their jobs within two years if they fail to deliver measurable AI-driven business results. Additionally, 80% worry that AI deployments could inadvertently harm employees or customers. With all this in mind, silence isn't a strategy in periods of high ambiguity. Leaders must embrace transparency and encourage open dialogue. While no one can control the macroeconomic waves, you can set the tone within your organization. That sense of control and clear communication will help alleviate emotional burdens while strengthening psychological safety across your workforce. The saying goes, "Environment is everything." Culture, surroundings, and shared values shape how people feel and perform. In today's climate, many employees are grappling with financial strain, rising costs of living, and the postponement of personal milestones such as home ownership or starting a family. The workplace, where people spend significant time, can alleviate or exacerbate these pressures. While leaders can't fix everything, they can influence what happens inside their walls. Ralph Lauren CEO Patrice Louvet recently described their company as being "in the dream business." They're not just selling clothes; they're selling a feeling, an experience, and a story. Too many companies have pursued efficiency at the cost of connection and culture. And ultimately, sacrificed their unique cultural experience and story in the process. Leaders can't control politics. However, they can develop a workplace where morale is nurtured and not neglected and taken for granted. In uncertain times, people default to what's safe. But in doing so, they risk becoming stuck in outdated routines. As Jeff Bezos emphasized in his final Amazon shareholder letter, "Differentiation is survival." The universe, he said, 'wants you to be typical.' Organizations that stop evolving lose market share and their edge, risk becoming irrelevant, and lose their people. Uncertainty shouldn't paralyze; it should activate innovation and creativity. This period of uncertainty and change is the perfect time to explore small but strategic changes: pilot programs, experimental compensation models, and new wellness initiatives to search for any spark. These don't have to be sweeping or expensive. The workforce confidence data paints a picture of a workforce operating in survival mode. But even amid turbulence and uncertainty, leaders and teams have far more agency than they often realize. You can't control global events, but you can control how you lead, communicate, and show up for your people. And that's what matters most.
Forbes
28-03-2025
- Business
- Forbes
Productivity Is Quietly Dropping Across The Workforce. This May Be Why
Declining employee productivity won't slow down anytime soon. Gone are the days when people worked until they couldn't. While many business principles stay the same, the composition and mindset of the workforce are evolving rapidly—and so are the productivity risks. A quiet exit is happening across workplaces. According to a recent Gallup report, employees have been steadily working fewer hours over the past five years—dropping from an average of 44.1 hours in 2019 to 42.9 in 2024. There's a generational divide: workers under 35 have reduced their hours by nearly two, while 35-and-over workers have cut just under one. That equates to a full workweek lost per year for 35-and-over employees and two for employees under 35. On the surface, the difference may appear small. But across an organization, this shift—if left unaddressed—can compound into significant productivity and engagement issues. This productivity dip isn't just about time on the clock—it's part of a broader transformation in workforce values and well-being. At the heart of the issue is burnout, which is costing companies millions annually. But it's not just physical exhaustion—it's often mental, emotional, and spiritual depletion that eventually manifests itself in physical decline. Employee engagement is also dropping. In 2024, engagement levels dropped to their lowest point in a decade, with only 31% of workers actively engaged, according to another Gallup report. Workers under 35—again, the same group working fewer hours and experiencing deeper productivity losses, were the most affected. As values and priorities shift, younger generations want more meaning, alignment, and employer support. Salary matters, but it's not enough. Without a sense of purpose and connection, disengagement sets in. As the mental and emotional toll of work increases across all levels, including the C-suite, leaders must rethink how they define and implement wellness. Focusing on physical health isn't sufficient. What's needed now is a plan that genuinely encompasses mental and emotional well-being. It's about building a culture to support optimal energy management, psychological safety, and sustainable performance. According to LinkedIn's Workforce Confidence Survey, workers are not only more stressed but also reporting record lows in confidence. Uncertainty regarding the future of the workplace (AI integration, among other things) is steadily affecting people's morale and performance. While older generations often prioritize salary and stability, younger employees seek more integration. Millennials and Gen Z report higher productivity, loyalty, and well-being when their work aligns with their values and identity. When that alignment is missing, purpose suffers—and with it, output. Interestingly, nearly half (45%) of employees now report that AI is helping them become more efficient. This means old proxies for productivity, such as time at the desk or visible busyness, are quickly becoming obsolete. The organizations that adapt will win. Those that don't will struggle to retain top talent. Disengagement and burnout aren't primarily a function of hours worked and workload. They're deeply influenced by the environments created and how people are led. Clear expectations, precise communication, thoughtful connecting, and a focus on energy rhythms are excellent foundations for organizations looking to improve their levels of productivity, and ultimately offset against the quiet exit. The companies that embed this into their DNA will quietly separate themselves from the pack.
Associated Press
25-03-2025
- Business
- Associated Press
Landmark Research Finds Employee Connection is a Key Profitability Driver, Says Quantum Connections
A 2024 research study commissioned by Quantum Connections ™ has uncovered a powerful but often overlooked driver of business success: employee connection. The study, conducted by global behavioral research leader, Sentient Decision Science, surveyed more than 12,000 employees across 49 industries and found that when employees feel seen and heard in their workplace—as measured by Quantum Connections' patent-pending Net Connected Score (NCS)—both human and business outcomes improve dramatically. At its core, NCS is calculated by using a simple yet powerful question: 'On a scale of 1-10, how seen and heard do you feel by your direct supervisor?' This one question captures the primary motivator of behaviors that drive high-performing teams—the fundamental need for human connection. The importance of measuring employees' feelings of connection (being seen and heard) becomes evident when we consider that, according to LinkedIn's latest Workforce Confidence Survey, seven in ten U.S. workers say they would leave a job if they had a bad manager. ' Our work has proven that the relationship between employees and their direct supervisors represents the crucial intersection where organizational success meets human need,' said Dennis S. Holland, CEO of Quantum Connections. ' The degree to which employees feel seen and heard by their immediate supervisor is directly correlated to the key performance indicators of employee engagement, retention, and profitability, ' added Holland. Key Research Findings The proprietary research reveals that a connected workforce has lower attrition rates, leading to years of additional employee tenure. Business performance follows, with increased profits. It turns out that the drivers of increased employee retention and company profitability are rooted in deeper employee engagement. Work environments where employees feel connected foster a workforce that actively contributes to company success. When employees' feelings of being seen and heard increase, businesses see the following impact: Increased Engagement: Employees are at least 55% more likely to contribute ideas, 44% more likely to admit mistakes without fear, and 39% more likely to take calculated risks—all behaviors that drive innovation and team cohesion. Increased Retention: Employees are at least 31% less likely to think about leaving their employer once a week and are likely to stay with the employer an additional 9.5 months, at a minimum—reducing the need for costly rehiring and retraining. Increased Profitability: Fully connected workforces experience 38.7% greater profitability than fully disconnected workforces—fueling sustained business growth and stability. ' The research shows that real change comes from transforming the fundamental way people are managed and connected at work,' said Aaron Reid, Ph.D., founder and CEO of Sentient Decision Science. ' Furthermore, this groundbreaking study demonstrates that the human connection component of NCS makes it superior in predicting business outcomes than existing employee satisfaction and engagement measures in use today—making it a game-changing metric for business leaders,' added Reid. The NCS findings arrive at a critical moment when businesses are struggling with high employee turnover and disengagement in the face of unprecedented challenges from managing global teams, balancing hybrid work models, and blending five generations of workers, among many other factors. ' This study represents more than the validation of a new measurement tool; it offers a practical roadmap for organizations seeking to build more connected and productive workplaces in today's complex business environment,' concluded Holland. 'Our research definitively shows that when we invest in fundamental human connection—particularly between supervisors and their teams—we're not just addressing the global crisis of workplace detachment, we're unlocking the full potential of our people and our organizations.' To learn more about the Net Connected Score research and findings, visit About Quantum Connections Quantum Connections Training LLC (dba Quantum Connections) is an employee connection and performance platform for HR and business leaders seeking to measurably improve employee engagement, retention, and profitability. Founded by renowned relationship experts and best-selling authors, Harville Hendrix, Ph.D., and Helen LaKelly Hunt, Ph.D., Quantum Connections is grounded in the neuro and quantum social sciences and equips leaders and employees with the dialogue skills needed to foster collaboration, creativity, and connection that leads to lasting behavioral transformation and measurable business performance improvement. About Sentient Decision Science Sentient Decision Science is a behavioral science-based research firm founded in 2007. Sentient is a global award-winning expert in consumer psychology and the emotional drivers of human behavior. Sentient technology has been translated into 40+ languages and has measured human cognitive and emotional response in over 145 countries globally. SOURCE: Quantum Connections Training LLC Copyright Business Wire 2025. PUB: 03/25/2025 08:13 AM/DISC: 03/25/2025 08:12 AM
