OUR PERSPECTIVES
Introduction
Workers’ decisions to join, stay, or leave their organizations are shaped by a broad ecosystem of push and pull factors. The Global Employee Monitor is a quarterly pulse survey of workers in 26 countries that examines how key elements of the employee value proposition — such as pay, growth opportunities, work design, and workplace relationships — influence job decisions and how satisfaction with these factors translates into engagement, retention, and other outcomes.
The study also provides important context on workers’ broader experiences, including their personal well-being, relationships, adaptability to change, and financial health. It captures perspectives on economic conditions, job opportunities, and the growing role of artificial intelligence in shaping the future of work. The findings offer a global view of what is driving employee sentiment today and where the workforce may be headed next.
Q2: Worker Experience Holds Steady While Economic Confidence Slips
For the second wave of data collection, which captured the second quarter of 2026, SHRM surveyed 5,747 workers via a third-party online panel between April 27 and May 20, 2026. A total of 10,789 workers were surveyed across Q1 and Q2. Participants were at least 18 years old and employed either full time or part time at organizations with at least two employees. Workers across a wide range of industries were included, and responses were balanced to ensure representation by age and gender. The survey was translated into each country’s official language, with localized English used where applicable.
See Data About a Specific Country
Key Findings
KEY FINDING NO. 1
Factors Influencing Workers’ Employment Decisions Remain Consistent
Pay, benefits, job security, career advancement, and work/life balance remained the primary factors shaping workers’ decisions to join, stay with, and leave organizations. The ranking of the top job factors was almost unchanged between Q1 and Q2, suggesting that workers’ fundamental expectations of employers remain stable despite broader economic and technological changes.
KEY FINDING NO. 2
Engagement and Employment Decisions Are Driven by Different Workplace Factors
The factors most strongly associated with worker engagement centered on growth, development, and purpose, while retention — including turnover intentions and job search behaviors — was more closely linked to compensation, security, workplace culture, and leadership. Organizations seeking both high engagement and strong retention must address both sets of needs.
KEY FINDING NO. 3
AI Adoption Continues to Grow, but Workers’ Concerns Remain Muted
Generative AI remained the most commonly used form of AI, but frequent use of predictive, automation, optimization, and agentic AI increased modestly from Q1 to Q2. Despite growing adoption, most workers continued to express low concern that AI will either eliminate their jobs or dramatically change them in the next year, suggesting that AI integration is currently outpacing worker anxiety.
KEY FINDING NO. 4
Economic Sentiment Weakens While Personal Well-being Remains Stable
Workers continued to report strong overall well-being and confidence in their skills and future employability. However, unfavorable ratings of economic conditions, cost of living relative to wages, and financial health increased modestly from Q1 to Q2. While workers remain optimistic about their organizations and future career prospects, perceptions of broader economic conditions appear to be weakening.
An Ecosystem of Push and Pull Factors
The primary push and pull factors of employee attraction, retention, and turnover are consistent across quarters, with pay remaining the strongest factor.
In Q2, pay remained the most influential factor across attraction, retention, and turnover, with nearly half of respondents citing it as a reason why they were attracted to their job (47%), continue to stay at their job (47%), or have left a job (46%). The top three job characteristics that workers base their decisions on remained consistent between Q1 and Q2. Pay was the leading driver across all categories, while benefits and job security were among the strongest reasons why employees were attracted to or stayed with their organizations. Career advancement opportunities and work/life balance continued to be the most common factors not related to pay that are associated with employee turnover and turnover intentions.
Workers report high satisfaction across most job characteristics, with job responsibility clarity among the highest satisfaction and their pay and CEOs among the lowest.
The Q2 results indicate generally high levels of worker satisfaction across all workplace factors, with at least half of respondents reporting they were satisfied with each aspect measured. The highest levels of satisfaction were reported for physical safety (67%), job responsibility clarity (65%), fair and respectful work environments (64%), meaningful work (64%), and job security (64%). Areas with comparatively lower satisfaction included pay (50%), CEOs (52%), career advancement opportunities (53%), and benefits (53%). Overall, the findings suggest that workers view their work environments, job stability, and sense of purpose positively, while compensation and growth-related factors remain opportunities for improvement.
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Workers in India and Saudia Arabia continue to have the highest levels of overall job satisfaction among the countries surveyed.
This chart highlights the average satisfaction levels across all job characteristics by country on a scale of 1 (not at all satisfied) to 5 (extremely satisfied). The differences highlighted below are meant to show how the countries surveyed compare to each other, rather than being absolute measures. To understand each country’s score on its own, refer to where the country falls on the scale.
- Countries with the highest satisfaction ratings: Workers in India (4.0), Saudi Arabia (4.0), and the United Arab Emirates (3.9) reported the highest average satisfaction across all job characteristics.
- Countries with moderate satisfaction ratings: Workers in Canada (3.7), South Korea (3.6), and the U.K. (3.6) reported satisfaction ratings closest to the global average of 3.6.
- Countries with the lowest satisfaction ratings: Workers in Italy (3.3), France (3.3), and Japan (3.0) had the lowest satisfaction levels.
Retention, Turnover Intentions, and Job Search Behaviors
The factors that predict engagement differ from those that predict workers’ employment decisions.
The strongest predictors of worker engagement were distinct from those that shape decisions to stay, leave, or search for a new job. Growth and purpose-related factors predicted engagement, including meaningful work, skill usage opportunities, and career advancement opportunities. In contrast, employment decisions were more heavily influenced by practical and relational considerations such as pay, benefits, sense of belonging, and a fair and respectful work environment. These findings suggest that organizations seeking to build a highly engaged workforce must focus on creating opportunities for growth, development, and meaningful contributions, while retaining workers requires addressing both economic and cultural aspects of the worker experience.
Most workers remain stay-oriented, with more than 60% preferring to stay at their current jobs than leave for different ones.
In Q2, 61% of workers reported they are more inclined to stay than leave, while 29% felt equally inclined to stay or leave and 11% were more inclined to leave than stay. This indicates that the majority of workers remain positively oriented toward staying with their organizations, though a small portion still shows potential turnover risk.
Satisfaction with pay, benefits, a fair and respectful work environment, and sense of belonging predict retention among workers.
In Q2, workers who reported being satisfied with their pay, benefits, fair and respectful work environment, or sense of belonging were significantly more likely to say they are more inclined to stay at their job than leave. For instance, among the workers satisfied with their pay, 76% reported that they are more inclined to stay at their job, 20% were equally inclined to stay or leave, and 4% were more inclined to leave than stay.
These relationships remain statistically robust even after controlling for financial health, living conditions, broader economic conditions, education, and tenure, reinforcing the importance of the workplace experience even amid external economic pressures.
Active job searching and turnover intent remain stable at approximately one-third of workers actively searching for new jobs.
In Q2, 37% of workers reported they have actively searched for a new job in the last year, which was the same as in Q1, indicating no meaningful change in active job-seeking behavior across quarters.
For turnover intent, 26% of workers seriously considered quitting their jobs in the last 12 months, down slightly from 27% in Q1. This indicates there was no substantial movement in overall retention risk.
Satisfaction with certain job characteristics, such as sense of belonging, respectful work environments, and CEOs, is associated with lower turnover intentions among workers.
In Q2, workers who reported being satisfied with their pay, benefits, CEOs, sense of belonging, or fair and respectful work environments were significantly less likely to have seriously considered quitting their jobs in the last 12 months. For instance, among workers satisfied with their pay, 86% reported that they had not considered quitting their jobs. Similar patterns were observed for benefits (85% not considered versus 15% considered), CEOs(85% versus 16%), sense of belonging (84% versus 16%), and fair and respectful work environments (83% versus 17%), highlighting consistently lower turnover intentions among satisfied workers across these dimensions.
These relationships remain statistically robust even after controlling for financial health, living conditions, broader economic conditions, education, and tenure, reinforcing the importance of the workplace experience even amid external economic pressures.
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Satisfaction with certain job characteristics, such as pay, recognition, and work/life balance, is associated with less job searching among workers.
In Q2, workers who reported being satisfied with their pay, job security, recognition, work/life balance, or fair and respectful work environments were significantly less likely to have actively searched for new jobs in the last 12 months. For instance, among workers satisfied with pay, 74% reported that they had not actively searched for new jobs, compared to 26% who had. Similar patterns were observed for job security (70% not searched versus 30% searched), recognition (72% versus 29%), work/life balance (70% versus 30%), and fair and respectful work environments (69% versus 31%).
These relationships remain statistically robust even after controlling for financial health, living conditions, broader economic conditions, education, and tenure, reinforcing the importance of the workplace experience even amid external economic pressures.
The highest rates of job searching behavior are concentrated among the African countries surveyed, with Rwanda, Uganda, and Zimbabwe having the highest rates across Q1 and Q2.
This chart reflects the percentages of workers who reported actively searching for new jobs within each country in the last 12 months, with higher values indicating greater job search activity. The differences highlighted below are intended to show how the countries surveyed compare to one another rather than serve as absolute measures. To understand each country’s results independently, consider where they fall relative to the broader distribution of scores.
- Countries with the most job search activity: Rwanda (76%), Uganda (65%), and Zimbabwe (59%) reported the highest levels of active job search behavior in Q2. These were the same countries with the most job searching in Q1, as well.
- Countries with moderate job search activity: India (44%), the U.S. (39%), and Argentina (39%) reported moderate levels of job search activity.
- Countries with the least job search activity: Turkey (22%), Brazil (19%), and China (12%) reported the lowest levels of active job searching in Q2.
Performance and Engagement
A majority of workers globally believe that their performance meets expectations.
More than 9 in 10 workers reported that their performance in the last 12 months either met (65%) or exceeded (28%) expectations, reflecting a consistent level of confidence among the workforce across Q2 (a combined 93%) and Q1 (91%).
Workers across countries generally rate their performance as meeting or exceeding expectations.
This chart highlights the average job performance ratings across countries on a scale of 1 (below expectations) to 3 (above expectations). The differences highlighted below are meant to show how the countries surveyed compare to each other, rather than being absolute measures. To understand each country’s score on its own, refer to where the country falls on the scale.
- Countries with the highest performance ratings: Workers in South Africa (2.46), the U.S. (2.39), and Canada (2.35) reported the highest self-assessments, with values reflecting either meeting or exceeding performance expectations.
- Countries with moderate performance ratings: Workers in Saudi Arabia (2.28), South Korea (2.26), and India (2.26) reported performance ratings closest to the global average (2.2), indicating assessments consistent with meeting performance expectations.
- Countries with the lowest performance ratings: Workers in Tanzania (2.07), Indonesia (2.06), and Japan (1.88) reported the lowest self-assessments, though average scores still generally reflected meeting performance expectations rather than falling below expectations.
Cultural Considerations: It’s important to note that cultural norms around humility and self-presentation may influence these results. For example, in countries such as Japan where humility and modesty are highly valued, workers may be less likely to rate their performance as “above expectations,” even if their actual performance is strong. Conversely, in cultures that emphasize individual achievement, workers may feel more comfortable rating themselves highly.
60% of workers globally believe their job performance is better than that of their co-workers.
Globally, 60% of workers reported that their performance was better than that of their co-workers, while 38% said it was about the same and just 2% rated their performance as worse. These results are consistent with Q1, suggesting that workers continue to hold highly positive views of their own job performance compared to others.
Globally, workers also rated themselves highly on various dimensions of job performance.
Across all nine performance measures, at least three-quarters of workers agreed that they demonstrated the behavior, with the highest levels of agreement reported for following through on work responsibilities (92%), efficiently completing tasks and responsibilities (90%), and working well with others to complete assignments (90%). Overall, the results suggest that workers continue to view themselves as effective, adaptable, and high-performing contributors, with only minimal quarter-over-quarter changes across performance measures.
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Consistent with Q1, workers in India, the United Arab Emirates, and Saudia Arabia report the highest levels of job engagement.
This chart highlights the average engagement ratings across countries on a scale of 1 to 5, where higher values indicate stronger employee engagement. The differences highlighted below are meant to show how the countries surveyed compare to each other, rather than being absolute measures. To understand each country’s score on its own, refer to where the country falls on the scale.
- Countries with the highest engagement levels: Workers in India (4.3), the United Arab Emirates (4.2), and Saudi Arabia (4.2) reported the highest levels of engagement in Q2. These countries also ranked among the highest in Q1, indicating consistently strong engagement across both quarters.
- Countries with moderate engagement levels: Workers in Rwanda (4.0), Ghana (4.0), and Tanzania (4.0) reported engagement scores in line with the global average of 4.0.
- Countries with the lowest engagement levels: Workers in the U.S. (3.8), South Korea (3.3), and Japan (3.3) reported the lowest engagement scores in Q2. Japan remained the lowest-scoring country across both quarters.
Overall, global engagement remained highly stable, with the average engagement score changing only marginally. Most countries experienced only small quarter-over-quarter movements, suggesting a broadly consistent worker experience across countries.
Well-Being
Workers continue to report a strong sense of belonging within their organizations.
In Q2, 75% of workers agreed that they feel a sense of belonging at their organizations, while 17% neither agreed nor disagreed and 8% disagreed. These results are nearly identical to those from Q1, when 76% of workers reported feeling a sense of belonging and 8% did not.
Workers report the strongest quality-of-life outcomes in their personal and workplace relationships.
In Q2, workers continued to report the most favorable ratings for their relationships with family (74%), friends (66%), and co-workers (65%). Relationships with managers also remained positive, with 59% of workers providing favorable ratings.
Ratings for mental health, physical health, exercise habits, and diet remained largely unchanged. Overall, the results suggest that workers' personal relationships and workplace connections continue to be areas of relative favorability, while health and wellness aspects remain more mixed in their favorability ratings.
Personal health ratings remain stable globally, with Saudi Arabia, Mexico, and China leading in Q2.
This chart highlights the average quality ratings that workers assigned to their physical health, mental health, and diet on a scale of 1 (worst possible state) to 10 (best possible state). The differences highlighted below are meant to show how the countries surveyed compare to each other, rather than being absolute measures. To understand each country’s score on its own, refer to where the country falls on the scale.
- Countries with the highest personal health ratings: Workers in Saudi Arabia (8.1), China (8.1), and Mexico (8.0) reported the highest overall personal health ratings in Q2. Saudi Arabia and Mexico remained among the highest-scoring countries from Q1.
- Countries with moderate personal health ratings: Workers in Kenya (7.4), Tanzania (7.3), and South Africa (7.3) reported personal health ratings closest to the global average of 7.2.
- Countries with the lowest personal health ratings: Workers in Argentina (6.6), Zimbabwe (6.6), and Japan (5.7) reported the lowest personal health ratings in Q2. Japan remained the lowest-rated country across both quarters.
Workers report strong family and friend relationships globally, with the highest ratings in Saudi Arabia, Indonesia, and India.
This chart represents the average quality ratings for workers’ relationships with family and friends across countries. Higher ratings indicate stronger, more positive perceptions of these social relationships. The differences highlighted below are meant to show how the countries surveyed compare to each other, rather than being absolute measures. To understand each country’s score on its own, refer to where the country falls on the scale.
- Countries with the highest family and friend relationship ratings: Workers in Saudi Arabia (8.9), Indonesia (8.6), and India (8.6) reported the strongest family and friend relationships in Q2. Saudi Arabia remained the highest-rated country across both quarters.
- Countries with moderate family and friend relationship ratings: Workers in the U.K. (7.8), Canada (7.7), and Germany (7.7) reported ratings closest to the global average of 8.1.
- Countries with the lowest family and friend relationship ratings: Workers in South Korea (7.6), France (7.5), and Japan (6.5) reported the lowest ratings in Q2. Japan remained the lowest-rated country across both quarters.
Workers report positive relationships with co-workers and supervisors, with the strongest ratings in Saudi Arabia, Brazil, and Mexico.
This chart represents the average quality ratings for workers’ relationships with co-workers and supervisors across countries. Higher ratings indicate stronger, more positive workplace relationships. The differences highlighted below are meant to show how the countries surveyed compare to each other, rather than being absolute measures. To understand each country’s score on its own, refer to where the country falls on the scale.
- Countries with the highest co-worker and supervisor relationship ratings: Workers in Saudi Arabia (8.4), Brazil (8.3), and Mexico (8.3) reported the strongest workplace relationship ratings in Q2. These countries also ranked among the highest in Q1, indicating consistently positive experiences with co-workers and supervisors across both quarters.
- Countries with moderate co-worker and supervisor relationship ratings: Workers in Australia (7.7), Rwanda (7.7), and Turkey (7.69) reported workplace relationship ratings that were closest to the global average (7.69), indicating generally positive but less pronounced workplace relationships compared to the highest-scoring regions.
- Countries with the lowest co-worker and supervisor relationship ratings: Workers in South Korea (7.4), France (6.9), and Japan (6.1) reported the lowest workplace relationship ratings in Q2. Japan remained the lowest-rated country across both quarters.
AI Usage and Expectations
AI usage patterns remain stable, with generative AI used most frequently.
Generative AI remained the most frequently used form of AI, with 39% of workers using generative AI always or often while working, compared with 18% who never use it and 14% who use it rarely. Many workers still rarely use other forms of AI technology: Nearly half of workers reported rarely or never using agentic or autonomous AI (47%), classification or detection AI (47%), automation AI (45%), predictive AI (44%), and optimization or decision AI (44%) in Q2.
The percentage of workers using AI often or always while working increased across all AI types.
Use of advanced AI applications remained less frequent, but the number of workers who said they use the following types of AI “always” or “often” slightly increased: optimization or decision AI (31%, up from 28%), predictive AI (30%, up from 28%), automation AI (29%, up from 27%), and agentic or autonomous AI (29%, up from 27%) between Q1 and Q2.
Overall, AI is gradually shifting toward more frequent use: Across all AI categories, the share of workers reporting frequent use increased modestly from Q1 to Q2, while the share reporting rare use declined slightly, suggesting continued adoption and integration of AI technologies in the workplace.
The following definitions of various types of AI were provided to survey takers:
- Agentic or autonomous AI — breaks problems into tasks, uses tools, takes actions independently.
- Automation AI — performs actions, triggers steps, moves data, executes subroutines.
- Classification or detection AI — categorizes items, flags unusual behavior, recognizes objects or signals.
- Generative AI — writes text, produces images, generates code, composes music.
- Optimization or decision AI — recommends optimal schedules, routes, configurations, or actions.
- Predictive AI — forecasts outcomes, identifies probabilities, anticipates trends.
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Workers’ AI-related job concerns remain unchanged, with workers expressing more concern over AI changing their job rather than eliminating their jobs completely.
Workers' concerns about AI's impact on their jobs remained stable from Q1 to Q2. About two-thirds (66%) reported low concern that AI implementation at their organizations would lead to job loss within the next 12 months, while 15% expressed high concern. Similarly, the majority (58%) reported low concern that AI would lead to drastic changes to their jobs, compared with 20% who expressed high concern. These findings suggest that most workers view AI-driven job displacement and major job disruption as relatively unlikely short-term outcomes.
Workers across Africa and in India remain among the most concerned of those surveyed about AI’s impact on their jobs.
This chart represents the average levels of concern regarding AI drastically changing jobs across different countries. Lower scores indicate less concern, while higher scores suggest greater concern. The differences highlighted below are meant to show how the countries surveyed compare to each other, rather than being absolute measures. To understand each country’s score on its own, refer to where the country falls on the scale.
- Countries with the highest level of concern about AI’s impact on jobs: Workers in India (3.0), Kenya (3.0), and South Korea (2.9) reported the highest levels of concern that AI will drastically change their jobs.
- Countries with a moderate level of concern about AI’s impact on jobs: Workers in South Africa (2.3), Canada (2.2), and Saudi Arabia (2.2) reported levels of concern closest to the global average (2.3).
- Countries with the lowest level of concern about AI’s impact on jobs: Workers in China (2.0), Germany (1.8), and Japan (1.8) reported the lowest levels of concern that AI will drastically change their jobs.
Future Outlook
Workers remain confident that their skill sets would make them valuable and competitive in the job market.
Workers’ confidence in the value of their skills remained strong and stable in Q2, with roughly 7 in 10 workers reporting high confidence that their skills would be valuable in roles at other organizations (70%) and would make them competitive in the job market (68%), the same levels as Q1.
Almost 9 in 10 workers surveyed have actively worked to build or improve their skills in the last 12 months.
In Q2, nearly 9 in 10 workers agreed that they have effectively adjusted to changes in their work when needed (88%), have actively worked to build or improve their skills (86%), and have handled new or unfamiliar challenges successfully (86%). Additionally, 84% agreed they have developed skills that will help them adapt to future changes, highlighting workers’ confidence in their ability to navigate an evolving workplace.
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Workers remain optimistic about the future of their organizations.
More than 8 in 10 workers (83%) reported feeling at least somewhat optimistic in Q2, including 57% who described themselves as optimistic or very optimistic, compared with 17% who expressed some level of pessimism. These sentiments are consistent with Q1, when 56% described themselves as optimistic or very optimistic and 18% expressed some level of pessimism. These findings suggest that confidence in organizational prospects remains strong despite ongoing economic and technological change.
Only 1 in 4 workers globally report favorable economic conditions in their country.
A little over half of workers globally rated their living conditions favorably (51%), but favorable assessments of their financial health (38%) and overall job security for workers in their countries (35%) were notably lower. Furthermore, only about one-quarter of workers viewed their countries’ job market conditions (27%), economic conditions (25%), and cost of living relative to wages (25%) favorably.
Unfavorable economic ratings increased between Q1 and Q2.
Between Q1 and Q2, unfavorable ratings increased across several economic measures, while personal conditions remained comparatively stable. Unfavorable views of both economic conditions and cost of living relative to wages increased from 23% to 26%. Similarly, unfavorable ratings of workers’ financial health also increased from 11% to 13%.
Consistent with Q1, workers in Saudia Arabia rate their economic well-being the most favorably among countries surveyed.
This chart reflects the average rating that workers assigned to their economic conditions, job market, cost of living, and job security. Higher scores indicate better economic well-being, while lower scores suggest worse economic well-being. The differences highlighted below are meant to show how the countries surveyed compare to each other, rather than being absolute measures. To understand each country’s score on its own, refer to where the country falls on the scale.
- Countries with the highest perceptions of economic well-being: Workers in Saudi Arabia (7.8), China (7.6), and India (7.1) reported the most positive perceptions of macroeconomic conditions and job security.
- Countries with moderate perceptions of economic well-being: Workers in Germany (5.8), Canada (5.8), and the U.S. (5.6) reported perceptions most closely aligned with the global average (5.72), indicating relatively typical or benchmark-level sentiment.
- Countries with the lowest perceptions of economic well-being: Workers in Argentina (4.5), Uganda (4.3), and Zimbabwe (3.8) reported the lowest perceptions of macroeconomic conditions and job security, consistent with Q1, when they also ranked among the lowest for economic well-being ratings.
The global average rating of the economic well-being of workers decreased modestly from 5.82 in Q1 to 5.72 in Q2, indicating a worsening of economic conditions.
Consistent with Q1, workers in Saudia Arabia and India rate their financial health the highest while Zimbabwe and Japan are among the lowest.
This chart reflects the average ratings that workers assigned to their financial health and living conditions across different countries. Higher scores indicate better financial health and living conditions, while lower scores suggest challenges in these areas. The differences highlighted below are meant to show how the countries surveyed compare to each other, rather than being absolute measures. To understand each country’s score on its own, refer to where the country falls on the scale.
- Countries with the highest perceptions of financial health and living conditions: Workers in India (8.0), China (7.9), and Saudi Arabia (7.8) reported the highest ratings of their financial health in Q2. Workers in India and Saudia Arabia had the highest ratings of financial health in Q1, as well.
- Countries with moderate perceptions of financial health and living conditions: Workers in Germany (6.7), Turkey (6.5), and France (6.4) reported perceptions most closely aligned with the global average in Q2 (6.8).
- Countries with the lowest perceptions of financial health and living conditions: Workers in Japan (5.9), Uganda (5.5), and Zimbabwe (5.1) reported the lowest perceptions in Q2. Workers in Zimbabwe and Japan had the lowest financial health ratings in Q1, as well.
Workers most often view their own countries’ opportunities as slightly worse than those in neighboring countries.
Workers were most likely to rate their own countries’ work and economic opportunities as worse than those in neighboring countries, with 39% selecting somewhat worse or much worse. About 28% viewed their countries as about the same, while 33% felt their countries were either somewhat or much better than others in their regions. Overall, perceptions cluster around mild disadvantage relative to regional peers, with fewer workers positioning their countries as clearly ahead.
Perceptions of countries’ opportunities relative to regional peers decline slightly.
Workers’ views of their countries’ work and economic opportunities relative to those in neighboring countries remained broadly stable between Q1 and Q2, though with a modest shift toward more negative sentiment. In Q2, 39% of workers rated their countries as “much worse” or “somewhat worse,” up from 36% in Q1, while the share saying “about the same” declined from 31% to 28%. Perceptions of being “somewhat better” or “much better” remained relatively steady at 33%, suggesting that while overall comparisons to regional peers have softened slightly, most workers’ views remain anchored in a stable middle range.
Workers in Saudia Arabia, the United Arab Emirates, and China continue to rate the economic opportunities in their countries better relative to their region.
This chart reflects workers’ average rating of the economic opportunities in their countries compared to those in other countries in the surrounding region. Higher scores indicate more favorable perceptions of economic opportunities in their own countries. The differences highlighted below are meant to show how the countries surveyed compare to each other, rather than being absolute measures. To understand each country’s score on its own, refer to where the country falls on the scale.
Across Q2, workers’ perceptions of their countries’ work and economic opportunities relative to those in neighboring countries remained largely stable, with a slight decline in the global average from 2.95 in Q1 to 2.90 in Q2.
- Countries with the highest perceived opportunities relative to their region: Workers in Saudi Arabia (4.0), China (3.9), and the United Arab Emirates (3.8) reported the most positive assessments of their countries’ position compared to others in their region, consistent with Q1.
- Countries with moderate perceived opportunities relative to their region: Workers in Canada (3.0), Mexico (2.9), and the U.S. (2.9) reported perceptions most closely aligned with the global average in Q2 (2.9), indicating relatively typical views of their countries’ regional competitiveness.
- Countries with the lowest perceived opportunities relative to their region: Workers in Italy (2.4), Uganda (2.4), and Zimbabwe (1.9) reported the lowest perceptions in Q2, suggesting weaker positioning relative to neighboring countries. Workers in Zimbabwe had the lowest economic opportunity ratings in Q1, as well.
Almost 1 in 5 workers around the world don’t think there are currently many job opportunities available to someone with their skills and experience.
While over half of workers (53%) either agreed or strongly agreed that there are currently many job opportunities for someone with their skills and experience in their local labor market, 19% either disagreed or strongly disagreed.
Consistent with Q1, workers in Saudia Arabia and the United Arab Emirates reported some of the highest job opportunities.
This data reflects workers’ average ratings of perceived job opportunities available to someone with their skills and experience in their local labor market. Higher scores indicate a more favorable perception of job availability. The differences highlighted are meant to show how the countries surveyed compare to each other, rather than being absolute measures. To understand each country’s score on its own, refer to where the country falls on the scale.
- Highest perceived local job opportunities: Workers in Saudi Arabia (4.1), China (4.0), and the United Arab Emirates (3.9) reported the highest availability of suitable jobs.
- Moderate perceived local job opportunities: Workers in Indonesia (3.6), Ghana (3.6), and Brazil (3.5) reported perceptions most closely aligned with the global average in Q2 (3.4), indicating moderate perceived availability of suitable jobs.
- Lowest perceived local job opportunities: Workers in Japan (3.0), Canada (3.0), and Argentina (2.9) reported the lowest availability of suitable jobs. Workers in Japan and Argentina had the lowest job opportunity ratings in Q1, as well.
CONCLUSION
These findings highlight the diverse experiences and priorities of workers across the globe, offering valuable insights for employers seeking to create more engaging, supportive, and productive workplaces. By providing stability and opportunities for growth and addressing regional differences in financial well-being and technological adoption, there are many opportunities for employers to tailor their strategies to meet the unique needs of their workforces. By focusing on pay, career growth, and a respectful work environment, organizations can strengthen their ability to attract and retain top talent in an increasingly competitive landscape.
As the workplace continues to evolve, these insights serve as a resource for understanding and responding to the priorities of workers. To help employers stay ahead, these findings will be updated and released quarterly, providing a regular pulse on workforce trends and opportunities. By leveraging these ongoing insights, organizations can remain agile and proactive, ensuring they are well positioned to meet the challenges and opportunities of the modern workplace.