The Great Dissatisfaction: career progression frustrations spell trouble for employers

A growing frustration with a lack of career progression is bubbling under the surface of the workforce, ready to spill over and wreak havoc on your staff retention efforts. Limited development opportunities are now the most cited reason for job dissatisfaction, with almost half (48%) of those unhappy at work selecting this as a factor in our 2025 Salary and Recruiting Trends Guide.

Workers have simply had enough of limited development opportunities and stilted chances of promotions. Right now, we’re in the thick of ‘The Great Dissatisfaction’ – but does this mean the next ‘Great Resignation’ could be around the corner? Our findings suggest so, with 57% of professionals planning on moving jobs in the year ahead, and 37% in the next six months. So, what can you do to hang on to your valuable workers and stave off a potential staff retention disaster?

What’s causing these growing frustrations?

There could be several reasons for the growing frustrations about career progression opportunities, which can vary greatly from one organisation to the next. With the past few years’ economic headwinds, bosses have been under intense pressure to cut outgoings amid rising business costs and tighter budget constraints, and some promotions and pay rises may have been delayed as a result. 2024 saw one Big Four firm delaying promotions for around 100 people who were a part of their graduate scheme, for example, while data from the US shows that promotion rates into management level roles dropped for almost all age demographics.

And while windows for career growth could be more common than perceived, a lack of transparent conversations on the subject may mean that employees are unaware of such opportunities. According to our research, nearly half of workers (48%) believe there isn’t scope for career progression within their current organisation, a steep jump from the 32% who said the same last year. However, it seems employers may not be aware of their staff’s dissatisfaction, with only a fifth (21%) admitting there isn’t scope for career progression within their organisation.

Employees may be waiting for the market to turn

Optimism about the long-term economic environment and its impact on job opportunities has significantly worsened over the past year, with just 22% of employers now saying they’re optimistic compared to 43% who said the same last year. It would seem workers are feeling stuck due to perceiving limited opportunities for career progression within their current organisations while also having little faith in the external job market.

However, the job market may prove to be more buoyant than they anticipate, with 78% of employers planning on hiring in the year ahead. Once confidence improves, we could see a huge surge in employee movement, as those who are unhappy with their current role will begin to feel that ample opportunities can be found elsewhere. Part two of ‘The Great Resignation’ could be imminent, which isn’t good news for employers as they continue to battle skills shortages. High staff turnover can be incredibly disruptive to productivity and morale, so it’s in employers’ best interests to tackle employee dissatisfaction before it’s too late.

Take action or risk losing valuable workers

Employers should take proactive steps to understand their employees’ feelings surrounding career progression by conducting regular surveys and feedback sessions. If these insights reveal that sentiments are not positive, take action by clearly outlining career pathways with tangible timelines. By addressing your employees’ concerns directly and transparently, you’ll be able to create a workplace culture that instils faith in career progression. You can also showcase your commitment to your employees’ growth by investing in their professional development through training and by encouraging them to allocate time each month to upskilling activities during their contracted hours.

Don’t wait until you start feeling the disruptive effects of the next ‘Great Resignation’ before taking measures to improve employee satisfaction. Act now to ensure you’re in a better position when the job market turns, otherwise you could end up with a staff retention crisis on your hands.

For more insights into the latest trends shaping the world of work today, take a look at our 2025 Salary and Recruiting Trends Guide.