As rampant layoffs across industries concern many American workers, a recent ResumeTemplates.com survey reveals another potentially significant workforce shift. More than half (56%) of survey respondents admit they’re already searching for a new job or plan to start hunting in the coming year. Perhaps even more striking, 1 in 3 job seekers expressed willingness to quit their current positions, even without another job lined up. These findings highlight a growing trend of career reassessment as workers look for new opportunities amid a challenging and changing job market. Study Findings In addition to the 56% of U.S. workers planning to look for a new job in 2025, 21% are considering switching industries entirely. Though career change interest spans fields, those working in retail, government, hospitality, and manufacturing are the most likely to make such a change. Many of these workers are eyeing sectors like health care, finance, tech, and hospitality, where job growth and stability are often more promising. Additionally, 16% of workers express they are “very likely” to quit their jobs if conditions don’t improve, while 19% are “somewhat likely” to leave. These findings suggest a wave of dissatisfaction with current jobs, particularly in industries hit hard by the pandemic or ongoing economic instability. The significant interest in shifting to sectors like health care and tech indicates workers prioritize secure, flexible, and growth-oriented career paths. For employers, this signals the need for better retention strategies, including improved benefits, career development opportunities, and workplace flexibility, to combat the looming threat of high employee turnover. Reasons Driving This Change The reasons driving workers to consider leaving their current jobs highlight a variety of frustrations. Low pay is the most significant factor, cited by 40% of respondents. Around 37% feel undervalued in their roles and an equal percentage report burnout. Additionally, 33% are concerned about limited career growth opportunities, while 28% point to poor management as a major reason for wanting to move on. Other factors include dissatisfaction with benefits (19%) and a lack of job flexibility (18%). There are also personal reasons for seeking new employment. Some job seekers (22%) want a change of pace, while 17% are just not enjoying their current job, and another 17% hope to work remotely. Return-to-office policies are less of a concern, with only 4% of workers identifying it as a reason for leaving. These findings reflect broader worker dissatisfaction. Employees increasingly cite pay, recognition, and career growth as the primary issues driving their desire to seek new opportunities. For employers, this highlights the urgent need to address these concerns, especially around fair compensation, career advancement, and workplace flexibility. With workers increasingly seeking roles that offer more than just a paycheck — meaningful work, better management, and remote options — companies need to adapt to retain talent and reduce turnover. What Employees Want Work-life balance tops the priority list for job seekers, with nearly all (99%) of respondents naming it a must-have in their next role. Job security is a close second (98%), followed by a genuine interest in the work (97%). A higher salary is also a major factor, with 95% of respondents emphasizing its importance, along with better benefits and a strong company culture. Job seekers also value flexible work hours and opportunities for career advancement. Additionally, remote work remains an important consideration for 67% of workers, highlighting its continued relevance in today’s job market. What Can Employers Learn? For employers, this shift is a call to action. With low pay, burnout, and limited career growth cited as major reasons for dissatisfaction, companies must improve compensation, offer clearer paths for advancement, and foster a supportive work environment. Additionally, the rising importance of work-life balance, job security, flexibility, and remote work means companies must prepare to offer roles that align with these values. Ultimately, businesses that create positive work environments and provide competitive benefits will better attract and retain top talent. Companies must adapt to employees’ evolving expectations by embracing flexibility, offering opportunities, and showing they value employees. By addressing the root causes of dissatisfaction, employers can reduce turnover and contribute to long-term employee satisfaction and organizational success. The future of work is shifting, and companies that recognize and respond to these changes will set themselves up for success in a competitive job market.   This article was produced by Media Decision and syndicated by Wealth of Geeks.