Employees are watching for or actively seeking new job opportunities at the highest rate since 2015, with 51% exploring their options.

At the same time, employee satisfaction has hit a record low, contributing to what Gallup calls the “Great Detachment” — an era in which people feel increasingly disconnected from their employers.

What exactly are employees looking for in their next job?

Gallup’s nationally representative study of more than 10,000 U.S. employees identifies the four most important factors in choosing a new job:

1. work-life balance and personal wellbeing
2. pay or benefits
3. stability and job security
4. a job that allows me to do what I do best

These factors have consistently topped a list of 14 job attributes for the past four years. The desire for greater work-life balance and wellbeing as well as better pay and benefits has increased in importance since the pandemic, taking the top two spots. Together, this set of priorities shows how employees define a better job today.

Organizations that align with these expectations will have a strong foundation for selling or reselling talented individuals on their workplace.

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Breaking Down the Top Four Reasons for Taking a New Job

Greater Work-Life Balance and Better Personal Wellbeing

Amid record declines in employees’ life evaluations and mental health, the desire for greater work-life balance and personal wellbeing has been rated the most important factor for three consecutive years. The percentage of employees rating it as “very important” has increased from 53% pre-pandemic to 59% today, showing a shift in how people think about work and life.  

Most employees no longer see work-life balance and wellbeing as perks — they expect them. Only one in five employees believe their organization cares about their wellbeing, and many seek jobs that prioritize it.

Significant Increase in Income or Benefits Package

Better pay and benefits remain a top concern, as the percentage of employees who rated it as very important rose from 41% pre-pandemic to 54% today. Fair compensation has long been essential for employee attraction and retention, but a wave of higher-paying job changes during the Great Resignation increased pay expectations.

In 2025, an uncertain economy may result in cautious spending and tightening budgets, leaving employers and job seekers with limited options for increasing compensation. So far, forecasts for salary budgets are mixed, with PayScale projecting a slight decline and Mercer predicting compensation will hold steady.

While competitive pay is important, it is not enough on its own to attract top talent — employees also want other meaningful job features.

Greater Stability and Job Security

The need for greater stability and job security remains a key factor in attracting talent. Fifty-four of employees rated it as very important, which is similar to past ratings.

As hiring slows and technological innovation continues to disrupt the nature of work, job seekers continue to place a premium on stability and security. Quickly evolving economic and workplace dynamics will likely keep this factor at the forefront of prospective employees’ minds as they evaluate future job opportunities.

A Job That Allows Me to Do What I Do Best

Currently, 48% of employees say this factor is very important. Employees are more engaged in their work, perform better and stay longer when their responsibilities align with their talents and passions.

Organizations that match candidates to roles based on their strengths and give them a preview of how their unique strengths will shine in a new role are more likely to gain a competitive advantage.

Adapting Strategies to Meet Employees’ Unique Needs

The top four reasons for taking a job are consistently important across the U.S. workforce and employee demographics like generation, gender and job level. Yet, it is important for organizations to consider the unique needs of their own workforce and different groups within it.

For example, contrary to popular belief, millennials — not Gen Z — are the most demanding generation when it comes to choosing a new job. Millennials place more importance on the top three factors for choosing a job — work-life balance, compensation and job stability — than any other generation.

Although all generations share the same top four job priorities, millennials’ elevated needs may look slightly different. Many are mid-career professionals with school-age children who would prioritize workplace flexibility and a steady income to support their families.

Gen Z employees, on the other hand, who are launching their careers, rate accelerates my professional development or career advancement as particularly important.

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Organizations should also recognize differences by job role:

• Senior leaders value job autonomy more than managers or individual contributors (40% very important vs. 31% vs. 29%). 
• Knowledge workers seek jobs that align with their strengths more than production/frontline workers (52% vs. 36%).
• Women are more likely than men to consider a job that allows them to leave a bad manager or leader (38% vs. 29%).

Ultimately, organizations that excel in talent recruitment and retention recognize that there are universal employee expectations that are important to everyone, while some groups have priorities that are particularly important to them.

Attracting Talent in 2025

In 2024, many employees felt disconnected from their jobs and looked for new opportunities at concerning rates. Yet, a decline in hiring and a turbulent economy made switching jobs difficult. Instead, many remained in roles where they were dissatisfied.

Today, as recruiters express optimism about hiring in 2025 and organizations seek to re-engage their workforce, assessing what employees seek in a great job will give organizations an advantage in attracting and retaining top talent.

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