Among employees aged 25–34, that number jumps to 78%,compared to 51% of those aged 55–65.
This isn’t just a retention challenge. It’s a signal that workplace expectations have fundamentally shifted.
Many employees describe their workplace culture as comfortable. On paper that sounds positive. Stability and routine still matter – 39% of employees admit stability is the main reason they stay.
But comfort doesn’t automatically mean people are engaged.
And it certainly doesn’t mean inclusion.
Female employees are significantly more likely to describe workplace culture as stressful and high-pressured. But only 22% of employees feel their workplace is truly supportive and collaborative.
Comfort may be keeping people in their roles, but it isn’t inspiring them to thrive.
Beyond reward and recognition, employees are pointing to five critical areas organisations must address:
• Well-being and workload balance
• Flexible working
• Leadership behaviour
• Career development
• Communication and transparency.
Nearly one in four employees say leadership behaviour and communication must improve if organisations want to build strong, sustainable cultures.
This is not a soft skills issue, it’s a business performance issue.
Career development and mentoring are no longer a nice to have, they are viewed as essential routes to promotion, progression, and financial stability.
People don’t just want recognition. They want meaningful, personalised recognition that empowers them to contribute differently.
When asked to rank workplace priorities, employees identified three clear drivers:
• Respect – 36% (rising to 43% in the US)
• Job security – 31% (rising to 40% in the UK)
• Compensation – 29%
Respect at the top says everything. Culture is shaped far more by everyday behaviour than by policies or perks.
Personalisation was highlighted last year as critical to building future-ready cultures. This year, employees have clarified exactly what they mean by personalisation:
• 23% want flexible working patterns tailored to their lives
• 15% want individualised recognition and feedback
• 15% want workloads and goals adapted to personal circumstances.
The era of one-size-fits-all employee experience is over.
Organisations focusing purely on retention are asking the wrong question.
The real question is are we building workplaces people actively choose?
Employees have been clear about what that looks like. Respect that shows up in everyday behaviour. Growth that is structured and supported. Flexibility that is real, not symbolic. And leadership that communicates openly, even when it's uncomfortable.
Comfort might keep employees from leaving today. But culture is what makes them stay, grow, and perform for tomorrow.
