For better or for worse, those days are gone. Today's employees have lived through economic ups and downs, seen layoffs next to record profits, and discovered they can do great work from anywhere. They've grown wiser, more vocal, and less willing to settle.
At PowerToFly, we wanted to cut through the noise about 2025 workplace trends. No reports from consultants who haven't worked a day job in years. No recycled LinkedIn posts from âthought leadersâ.
Just real people, sharing real thoughts.
Our What Talent Wants survey collected thousands of responses from workers across industries and experience levels. The results paint a clear picture of this yearâs workplace trends: Employees know their worth â and they expect employers to keep up.
Here are seven real, no-BS quotes that tell you exactly where companies are getting it wrong (and how to fix it).
đ„ Catch some quick insights on 2025 workplace trends from our chat The Data-Driven Blueprint for Workplace Success.
Why professionals are really quitting - YouTube
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No more ghosting & guesswork
đŹ âI just want a hiring process thatâs clear and fair. Tell me what skills you need, let me show what I can do, and donât leave me waiting. It shouldnât be more complicated than that.â
What this tells us: Candidates are over the wild goose chase of hiring.
Our What Talent Wants report confirms this frustration runs deep; an alarming 63% of candidates report being ghosted during their job search, while 60% encounter job descriptions that barely resemble the actual role. More than half (54%) face the added challenge of salary secrecy, forcing them to invest time in applications with no idea if the compensation aligns with their needs.
The demand for skill-based hiring is loud and clear: 83% of professionals want companies to prioritize experience and competencies over degrees. The overall message? Cut the red tape. People want a transparent hiring process that values what they can do, not just where they went to school.
What it means for you: If your hiring process is a drawn-out mystery, youâre losing talent.
Clear job descriptions, transparent salary ranges, and prompt communication all immediately signal respect for candidates' time. Skills-based assessments that actually relate to the job create a fairer playing field where all talent can show off and excel.
How do you fix your hiring process? Streamline the steps. Ditch outdated degree requirements. Be transparent about pay. And most importantly? Respect your candidatesâ time. A clear, fair hiring process attracts stronger talent and strengthens your employer brand.
Because at its core, candidates want something remarkably simple: a chance to show what they can do without jumping through unnecessary hoops.
Read this next: Ghosting, bias & barriers: How to improve the candidate experience
Rigid policies drive talent away
đŹ âFlexibility is huge for me, especially as a caretaker for my mom and two kids. I do my best work when I have control over where and when I work, as long as the job gets done. If I have to stay home from work with a sick kid or need to visit the doctor, my boss shouldnât question my work ethic. Trust goes both ways.â
What this tells us: The traditional 9-to-5, in-office grind doesnât work for everyone â and employees know it. More than half (53.5%) of professionals in our What Talent Wants report say flexible schedules are their top priority. Caregivers and women, in particular, rely on workplace flexibility to juggle work and life.
But despite the increased popularity of flexible work with employees, many companies are backtracking post-pandemic. Hybrid policies are getting stricter, and some leaders still believe productivity depends on how many hours someone spends at their desk.
The numbers donât lie: 92% of employees say theyâd quit for a job with better flexibility. Thatâs a massive talent drain just waiting to happen. Businesses that resist flexibility risk alienating valuable employees, while those companies that embrace flexible work models see higher productivity, morale, and retention.
What it means for you: If youâre clinging to outdated office norms, expect to lose talent. Flexibility is about autonomy (not slacking off). Employees who can balance work and life without unnecessary stress are more engaged, productive, and loyal.
Instead of measuring success by hours logged, focus on outcomes. Trust your team. And if an employee needs to step away for a doctorâs appointment, assume theyâll get their work done â because if they donât feel trusted, theyâll find an employer who does.
Flexibility at work is key - YouTube
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Read this next: Whatâs happening with the return to office movement?
Money matters
đŹ âItâs pretty simple for me. I want to get paid fairly for the work I do. If I can get a higher salary elsewhere, thatâs going to catch my attention. Nowadays, it feels like the best way to get a raise is to switch companies.â
What this tells us: Loyalty doesnât pay â literally. Employees donât chase bigger paychecks for the fun of it; theyâre doing it because they have to. Raises often fail to keep up with inflation, internal pay structures are opaque, and companies still expect workers to be grateful for "competitive" salaries that arenât so competitive anymore.
Employees today also have unprecedented access to salary data through platforms like Glassdoor, LinkedIn, and other industry forums. They know their value.
Our What Talent Wants report found that 97% of employees would leave their job in 2025 if they found a company willing to pay them more. Thatâs nearly everyone! Compensation is still one of the biggest drivers of retention, yet many businesses act surprised when employees leave for better offers.
What it means for you: If your best people keep leaving, take a hard look at your pay structure. Are your salaries actually competitive, or just competitive compared to what you were paying five years ago? Are raises meaningful, or are they just keeping up appearances?
Clear salary bands, open conversations about compensation, and straightforward paths to increases help build trust. When employees understand how pay decisions are made and see a path to growth without leaving, they're more likely to invest in their current workplace, even if their salary doesnât align 100% with their expectations.
Smart organizations are also addressing "loyalty penalties" â the wage gaps that develop when new hires command higher salaries than veteran employees doing the same work. Consider regular salary adjustments for existing staff, not just new recruits.
The bottom line: If employees have to leave to get the salary they deserve, they will. And when they do, youâll end up paying more to replace them than if youâd just paid them fairly in the first place.
Read this next: Salary transparency: Everything employers (and you) need to know
Salary isnât the only motivator
đŹ âAt my last job, I felt like I was just pushing numbers around without any real impact. I switched companies because I found a mission-driven role. Yes, the paycheck matters, but I need to understand the purpose behind my work and feel like I can get behind my companyâs values.â
What this tells us: A job is not just a job. Employees want to feel connected to what they do.
In our What Talent Wants report, 93% of respondents said they would leave their current job for one that better aligns with their values. That number has been climbing for years. Back in 2022, value alignment ranked fourth in job priorities, trailing behind salary, learning and development, and flexible work. By 2025, itâs second only to salary.
For caregivers, values matter even more than traditional benefits like parental leave. That means companies canât just offer perks and call it a day anymore.
What it means for you: If your companyâs mission is simply a line on a website, donât expect employees to stick around. People want to see that the work they do connects to a bigger purpose â whether thatâs supporting communities, driving innovation, or pushing for meaningful change in an industry.
Be transparent about what your company stands for. Show, donât tell. And if you donât have a clear answer when an employee asks, âWhy does this work matter?â â donât be surprised when they start looking for a company that does.
Company values matter - YouTube
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Read this next: 15 employee engagement ideas
Stagnation leads to resignation
đŹ âMy company just laid off a quarter of the workforce for not ânot keeping up,â but there were no professional development resources available. This is not okay. A company should help its people grow!â
What this tells us: Employees are expected to keep up with rapid changes in technology, but many companies arenât giving them the tools to do so. And when layoffs hit, itâs often the workers â not leadership â who take the blame.
Our What Talent Wants report shows that 91% of employees see upskilling as critical to their careers. Interestingly, we also found some differences in how various groups approach learning. Women showed stronger interest in mentorship (70%), while men favored self-paced learning and technical skills. This suggests that effective development programs need multiple pathways to accommodate different learning preferences.
What it means for you: Layoffs shouldnât be the result of a company failing to invest in its people. If employees are "falling behind," thatâs a leadership failure, not a workforce problem.
Companies that prioritize upskilling both retain talent and build higher-performing teams. Provide structured learning opportunities, mentorship programs, and access to technical and soft skills training. This should include access to learning platforms like PowerUp, but also be personalized and include a clear path to career advancement.
Upskilling matters to employees - YouTube
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Explore this next: PowerUp: Your self-guided learning platform for essential workplace skills
Moving up shouldnât mean moving on
đŹ âIâve worked at two companies now that kept me in the same role for 3+ years. The only way I could move up was by switching companies. I think I speak for most everyone here: Iâm not interested in being âstuck.â Iâm actively applying for jobs now.â
What this tells us: Nobody wants to feel stagnant. Quite the opposite! Employees want to learn, take on new challenges, and see a future for themselves at work. But when promotions are rare and career paths are unclear, itâs easy to feel stuck.
According to our What Talent Wants report, only 24.5% of employees feel confident about their companyâs career advancement opportunities. That number drops even further for women (17%), Black employees (20%), and Latino employees (16%). Black women (14%), White women (12%), people with disabilities (17%), and LGBTQIA+ professionals (23%) report even lower confidence.
What it means for you: If your company isnât investing in employee growth, youâre creating a revolving door of talent. Career development shouldnât be a guessing game or a privilege for a select few.
Make promotion paths clear. Offer mentorship and sponsorship programs. Train managers to actively support employee development. And most importantly, make sure career growth is happening for everyone.
Read this next: How to craft the perfect employee development plan
We need leaders (not bosses)
đŹ âBad managers make good jobs unbearable. Iâve had bosses who barely acknowledged my work, gave no feedback, and didnât help me get closer to my career goals.â
What this tells us: Ever heard the saying: people quit bosses, not jobs? Certainly rings true here!
Speaking of stagnation; employees want leadership that supports their growth, acknowledges their contributions, and helps them build a meaningful career. When thatâs missing, even a great job can start to feel miserable.
Only 37% of employees are satisfied with their leadersâ ability to support career development, according to our What Talent Wants report. That number drops to 32% for women and a staggering 20% for Black employees.
Intersectional data paints an even bleaker picture, with only 12% of employees satisfied with their companyâs leadership. The biggest gaps? Mentorship, inclusion, and visible career support.
What it means for you: Managers are often promoted for their technical skills, but that doesnât mean they know how to lead people.
Employees want managers who see their potential and help them grow â not bosses who hoard opportunities or provide vague, generic feedback. A culture of mentorship, where managers genuinely invest in their teamâs success, leads to stronger engagement and better business outcomes.
Leaders should have clear frameworks for career progression discussions, resources to strengthen their management abilities, and companies should both support their leadership and hold them accountable for supporting their teams.
54% of professionals are ready to quit their jobs in 2025 - YouTube
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Read this next: 5 leadership lessons everyone should know
What now?
Yes, these seven quotes reflect personal experiences, but based on the numbers, theyâre also representative of wider workplace trends in 2025.
Consider it a wake-up call.
Employees have made it clear what they need this year: fair pay, real career growth, strong leadership, and a hiring process that respects their time. They want flexibility, purpose, and the chance to build skills that keep them competitive.
Companies that ignore these realities will struggle to keep top talent, but those that listen and adapt will have a real opportunity to excel.
đ Free download: What Talent Wants in 2025
Want to dive deeper into what todayâs workforce is looking for? Check out our What Talent Wants report for more insights on how to attract, engage, and retain the best employees.
