Sixty Percent of Employees Plan to Move Jobs This Year, Aon Study Finds
Aon's 2025 Human Capital Employee Sentiment Study reveals significant workforce trends across 23 geographies. The study of 9,000+ employees shows that 60% plan to seek new employment within 12 months, indicating widespread job dissatisfaction. Only one-third feel motivated to develop AI-related skills.
Work-life balance benefits rank as the third most valued benefit overall, with Gen Z ranking it second only to medical benefits. The study identifies a 'Hustle Reset' phenomenon, where employees are reevaluating their relationship with work and rejecting the 'always-on' culture.
Key findings include: hybrid workers feeling most valued, with remote workers 52% more likely to feel undervalued; 47% of employees prioritizing better-than-average pay and benefits; and a significant gap in benefits personalization, with 72% wanting personalized benefits but only 41% having access to choice-based systems.
Lo Studio sul Sentiment dei Dipendenti 2025 di Aon rivela tendenze significative della forza lavoro in 23 aree geografiche. Lo studio su oltre 9.000 dipendenti mostra che il 60% prevede di cercare un nuovo impiego entro 12 mesi, indicando una diffusa insoddisfazione lavorativa. Solo un terzo si sente motivato a sviluppare competenze legate all'IA.
I vantaggi per l'equilibrio vita-lavoro si classificano come il terzo beneficio più apprezzato in assoluto, con la Generazione Z che lo colloca al secondo posto, subito dopo i benefici sanitari. Lo studio identifica un fenomeno di 'Hustle Reset', in cui i dipendenti stanno rivalutando il loro rapporto con il lavoro e rifiutando la cultura del 'sempre attivo'.
I risultati chiave includono: i lavoratori ibridi si sentono più apprezzati, con i lavoratori remoti che hanno il 52% di probabilità in più di sentirsi sottovalutati; il 47% dei dipendenti dà priorità a stipendi e benefici superiori alla media; e un significativo divario nella personalizzazione dei benefici, con il 72% dei dipendenti che desidera benefici personalizzati, ma solo il 41% ha accesso a sistemi basati sulla scelta.
El Estudio sobre Sentimientos de Empleados 2025 de Aon revela tendencias significativas en la fuerza laboral en 23 geografías. El estudio de más de 9.000 empleados muestra que el 60% planea buscar un nuevo empleo dentro de 12 meses, lo que indica una insatisfacción laboral generalizada. Solo un tercio se siente motivado a desarrollar habilidades relacionadas con la IA.
Los beneficios de equilibrio entre vida y trabajo se clasifican como el tercer beneficio más valorado en general, con la Generación Z posicionándolo en segundo lugar, solo por detrás de los beneficios médicos. El estudio identifica un fenómeno de 'Hustle Reset', donde los empleados están reevaluando su relación con el trabajo y rechazando la cultura del 'siempre encendido'.
Los hallazgos clave incluyen: los trabajadores híbridos se sienten más valorados, con los trabajadores remotos un 52% más propensos a sentirse subestimados; el 47% de los empleados prioriza salarios y beneficios por encima de la media; y una brecha significativa en la personalización de beneficios, con el 72% deseando beneficios personalizados, pero solo el 41% tiene acceso a sistemas basados en opciones.
아온의 2025 인적 자본 직원 감정 조사는 23개 지역에서의 주요 인력 트렌드를 보여줍니다. 9,000명 이상의 직원을 대상으로 한 연구에 따르면 60%가 12개월 이내에 새로운 직장을 찾을 계획입니다, 이는 광범위한 직무 불만을 나타냅니다. 단 한 세 번째만이 AI 관련 기술 개발에 대한 동기를 느끼고 있습니다.
워라밸 혜택은 전반적으로 세 번째로 가장 가치 있는 혜택으로 평가되며, Z세대는 이를 의료 혜택 다음으로 두 번째로 평가합니다. 연구는 직원들이 일과의 관계를 재평가하고 '항상 켜져 있는' 문화를 거부하는 '허슬 리셋' 현상을 확인합니다.
주요 발견 사항에는 하이브리드 근무자가 가장 가치를 느끼고, 원격 근무자는 가치가 저평가될 확률이 52% 높다는 점, 직원의 47%가 평균 이상의 급여와 혜택을 우선시한다는 점, 그리고 혜택 개인화에서의 상당한 격차가 포함되어 있습니다. 72%는 개인화된 혜택을 원하지만, 오직 41%만이 선택 기반 시스템에 접근할 수 있습니다.
La Studie sur le Sentiment des Employés 2025 d'Aon révèle des tendances significatives dans la main-d'œuvre à travers 23 régions géographiques. L'étude de plus de 9 000 employés montre que 60% prévoient de chercher un nouvel emploi dans les 12 mois, ce qui indique une insatisfaction professionnelle généralisée. Seul un tiers se sent motivé à développer des compétences liées à l'IA.
Les avantages en matière d'équilibre travail-vie personnelle se classent au troisième rang des avantages les plus appréciés, la Génération Z les plaçant juste derrière les avantages médicaux. L'étude identifie un phénomène de 'Hustle Reset', où les employés réévaluent leur relation avec le travail et rejettent la culture du 'toujours disponible'.
Les résultats clés comprennent : les travailleurs hybrides se sentent les plus valorisés, avec les travailleurs à distance ayant 52% plus de chances de se sentir sous-évalués ; 47% des employés privilégient des salaires et des avantages supérieurs à la moyenne ; et un écart significatif dans la personnalisation des avantages, avec 72% souhaitant des avantages personnalisés mais seulement 41% ayant accès à des systèmes basés sur le choix.
Aons Studie zur Mitarbeiterzufriedenheit 2025 zeigt bedeutende Trends in der Belegschaft in 23 Regionen. Die Untersuchung von über 9.000 Mitarbeitern zeigt, dass 60% planen, innerhalb von 12 Monaten einen neuen Arbeitsplatz zu suchen, was auf weit verbreitete Unzufriedenheit hinweist. Nur ein Drittel fühlt sich motiviert, KI-bezogene Fähigkeiten entwickeln zu wollen.
Die Vorteile der Work-Life-Balance belegen den dritten Platz unter den insgesamt am meisten geschätzten Leistungen, wobei die Generation Z diese nur hinter den medizinischen Leistungen anordnet. Die Studie identifiziert das Phänomen des 'Hustle Reset', bei dem Mitarbeiter ihre Beziehung zur Arbeit neu bewerten und die 'Immer-on'-Kultur ablehnen.
Wichtige Erkenntnisse umfassen: hybride Arbeitskräfte fühlen sich am meisten geschätzt, während remote arbeitende Mitarbeiter ein um 52% höheres Risiko haben, sich unterbewertet zu fühlen; 47% der Mitarbeiter priorisieren überdurchschnittliche Löhne und Sozialleistungen; und es gibt eine signifikante Lücke in der Personalisierung von Leistungen, denn 72% wünschen personalisierte Leistungen, doch nur 41% haben Zugang zu wahlbasierten Systemen.
- Hybrid work model shows positive employee satisfaction metrics
- Strong company culture remains effective for talent retention
- Clear understanding of employee priorities helps in strategic planning
- 60% of workforce planning to leave within 12 months indicates high turnover risk
- Low employee motivation (only 1/3) to develop AI skills despite industry trends
- Significant gap between desired (72%) and actual (41%) benefits personalization
- Communication inefficiency in benefits awareness and utilization
Insights
The study reveals a seismic shift in workplace dynamics that could significantly impact Aon's consulting business and the broader professional services sector. With 60% of employees planning job changes, this creates substantial revenue opportunities in talent advisory and HR consulting services. The data suggests a 47% prioritization of compensation packages, coupled with a growing demand for benefit personalization (72%), positioning Aon's compensation consulting and benefits administration services for potential growth.
The identified gap between executive and entry-level perceptions of AI impact (22% vs 11%) signals an emerging market for AI-readiness consulting and workforce transformation services. The study's findings about hybrid work preferences and benefits communication inefficiencies (38% awareness rate) indicate additional revenue streams in workplace strategy consulting and benefits communication services.
The study's insights present significant business implications for Aon's HR technology and analytics solutions. The revealed disconnect in benefits awareness and the high demand for personalization (72% wanting choice-based systems vs only 41% having access) creates a compelling case for enhanced HR tech solutions. This gap represents a substantial market opportunity for Aon's benefits administration platforms and analytics tools.
The finding about hybrid workers feeling most valued, combined with the low AI skills development motivation, suggests a need for integrated workplace technology solutions that can support flexible working models while encouraging digital upskilling. This aligns perfectly with Aon's Radford McLagan Compensation Database services and could drive increased demand for their data-driven HR solutions.
From a market perspective, this research strengthens Aon's position as a thought leader in workforce trends and could expand their market share in the professional services sector. The comprehensive study spanning 23 geographies provides Aon with valuable proprietary data that can be leveraged to enhance their service offerings and client relationships. The identification of the "Hustle Reset" trend positions Aon to capitalize on evolving workforce needs through their consulting and benefits services.
The study's findings about the persistent war for talent, despite market cooling, suggest sustained demand for Aon's compensation and benefits consulting services. This could positively impact their revenue streams, particularly in their Human Capital solutions segment. The data-driven insights from this study could serve as a powerful sales tool, potentially driving growth in their client base and service adoption rates.
Inaugural study of employees in 23 geographies reveals employees are engaging in a "hustle reset" as they reassess where and how much they work
Aon's study found that a staggering 60 percent of employees are already moving on and might or will definitely seek new employment in the next 12 months, revealing widespread dissatisfaction with their current job. Moreover, employees surveyed showed a low commitment to improving their AI skill set, as just over a third of employees globally feel motivated to develop new skills to stay relevant when asked about the new technology.
At the same time, demand for flexibility is on the rise, as employees rank work-life balance benefits – such as job sharing or technology-free hours – as third overall most valued benefit. Gen Z employees rank work-life balance programs as their second most valued benefit, just behind medical benefits, and outranking paid time off, career development and retirement savings.
Taken together, these results illustrate that employees around the world are reassessing their relationship to their employer and more broadly the "hustle culture" of burnout and "always-on" ethos that has defined recent years of discourse around the future of work – a phenomenon Aon calls the "Hustle Reset."
"It's a common belief that the employee trends that took hold during the 'Great Resignation' of 2021 and 2022 are over, but our study results show a more nuanced picture of the workforce landscape," said Lambos Lambrou, CEO of Human Capital at Aon. "Despite cooling in the job market, employees are reevaluating their values and priorities and, as they look for their next move, prioritizing employers that will support their life outside of work."
Aon's study results reveal that a strong company culture help employers recruit and retain top talent amid the "Hustle Reset." Behind competitive pay and benefits, employees seek businesses that are considered "a fun place to work" and "a strong fit with personal values" over all other factors when selecting a new role.
Other trends identified in Aon's 2025 Employee Sentiment Study include:
- Executives and Employees Have Different AI Expectations: Twenty-two percent of founders and C-suite executives believe that AI will significantly replace jobs in their field, yet only 11 percent of entry-level employees believe the same. Entry-level employees are 64 percent more likely to be unsure of the impact AI will have on their roles and 31 percent less likely to think that it will create new opportunities that require new skills in their field.
- Hybrid Workers Feel the Most Valued: Hybrid workers feel the most valued by their company. Fully remote employees are 52 percent more likely to feel undervalued and office-based workers are 10 percent more likely to feel undervalued.
- Money Talks in the Talent War: Forty-seven percent of employees ranked the provision of better-than-average pay and meaningful benefits as the number one factor influencing their employer choice, but culture is also a key attractor. Considering this, it becomes even more important for businesses to use data and analytics to benchmark pay and benefits against market standards, ensuring they remain competitive. Aon supports this process through its Radford McLagan Compensation Database, which provides actionable insights into market trends and total rewards strategies to help companies attract and retain top talent.
- Too Many Employers Are Failing to Accommodate Differing Needs: Seventy-two percent of employees said personalization of benefits was important to them, yet only 41 percent of employees currently have a choice-based system of benefits.
- Ineffective Communication is Hindering Employee Utilization of Benefits: The study exposes vital gaps in communication between employers and their people. Even for commonly placed benefits, such as life and disability insurance, our results expose that only 38 percent of employees who consider life and disability benefits important believe they have access to them.
"The results of our inaugural Human Capital Employee Sentiment Study reveal that employee expectations are shifting and the war for talent is far from over. Employers feel more pressure than ever to deliver a superior experience that retains strong talent," said Lisa Stevens, Chief Administrative Officer for Aon. "Our firm is ready to help leaders make decisions that move the needle and foster loyalty amid the 'Hustle Reset,' creating an environment where employees can thrive."
About Aon
Aon plc (NYSE: AON) exists to shape decisions for the better — to protect and enrich the lives of people around the world. Through actionable analytic insight, globally integrated Risk Capital and Human Capital expertise, and locally relevant solutions, our colleagues provide clients in over 120 countries with the clarity and confidence to make better risk and people decisions that protect and grow their businesses.
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