Talent Trade-offs Revealed: U.S. Workers Won't Trade Employability for Remote Work

New research by Randstad USA polled American workers on workplace preferences, expectations, career trade-offs and more

ATLANTA, June 3, 2025 /PRNewswire/ -- Randstad USA today revealed insights from its latest nationwide Workmonitor Pulse survey focused on employee workplace preferences and trade-offs. In the face of economic uncertainty, American workers are more intentional about what they're willing to trade—and what they won't compromise on. These findings highlight shifting workforce preferences that will be valuable for employers to understand as they navigate attracting and retaining talent in the current market.

Trade-off #1: Employability Preferred Over Remote Work 
As uncertainty lingers in the market, employability, the ability to stay skilled, relevant, and secure in a changing job landscape, is emerging as a top priority for talent. Over two-thirds (70%) of respondents prefer greater employability over the ability to work remotely, and 63% of respondents say they are unlikely to leave their jobs if asked to come into the workplace three or more days a week. However, workers have higher expectations if asked to return to the office full-time. In exchange, 63% of workers would expect more flexibility with work hours, and an equal number (62%) would expect more annual leave days and a higher salary.

The value placed on employability varies slightly by industry. Healthcare workers (81%) cited the highest preference for employability over the ability to work remotely, followed by workers in manufacturing (75%), financial services (70%), and transport and logistics (65%).

Trade-off #2: Less Stress and More Flexibility Preferred Over Higher Pay
Salary is no longer the only driving factor for attracting and retaining workers, with workers desiring less stress and greater flexibility of work hours and location. Over half (62%) of talent prefer more control over their working hours than a higher salary. The survey also indicated that workers are moving away from high-stress positions, with almost two-thirds (61%) of respondents preferring less stress over higher pay, and nearly half (41%) saying they have already taken pay cuts for lower-stress jobs.

Flexibility preferences, however, look different across industries. By sector, workers in manufacturing (71%) and transport and logistics (71%) prefer flexibility over their working hours rather than control over their working location, compared to just over half of financial services (54%) and healthcare workers (52%). These findings emphasize that for industries where remote work isn't an option, such as manufacturing and transport and logistics industries, flexibility is still achievable, primarily through adaptable scheduling.

Retention Drivers: Pay Raises, Manager Support and Shared Values
Similar to their workplace trade-offs, workers want more from employers than a higher salary to keep them in their roles. While a pay raise is the top retention driver for over three quarters (79%) of respondents, it's closely followed by more personal factors that impact employee retention. A majority of workers report that they are more likely to stay in their current role for five years if they receive manager support in their professional development (74%) and if they share the same vision and values with the company leadership (74%).

Retention drivers vary by industry, highlighting the importance of tailoring strategies to what matters most to each workforce. When asked what would influence them to stay in their current role for five years, annual pay raises in line with or above inflation are more important to manufacturing workers (90%) than to any other industry, highlighting how financial stability is the foundation of long-term loyalty in this sector. On the other hand, healthcare workers (81%) valued manager support more than other sectors as a key to long-term retention. In a high-stress, people-driven field, day-to-day leadership and empathy make all the difference. 

"In today's uncertain economic environment, it's no surprise that employability remains a top priority to workers. But what really stands out in the Randstad Workmonitor survey is the growing emphasis on flexibility, wellbeing, and setting boundaries. These factors are becoming just as critical, if not more, for employers looking to attract and retain talent." said Marc-Etienne Julien, CEO of Randstad North America. "Organizations that recognize and adapt to these evolving trade-offs will not only attract stronger talent, they'll build the kind of trust and loyalty that drives long-term performance."

The data in this report is based on the global Randstad Workmonitor Pulse survey, with 5,250 respondents in seven markets and across 17 sectors, including manufacturing, transport and logistics, financial services, and healthcare. The U.S. edition focuses exclusively on the insights and trends specific to the responses of over 750 American workers.

About Randstad USA:

Randstad is a global talent leader with the vision to be the world's most equitable and specialized talent company. As a partner for talent and through our four specializations - Operational, Professional, Digital and Enterprise - we provide clients with the high-quality and agile workforces that they need to succeed in a talent scarce world. We help people secure meaningful roles, develop relevant skills and find purpose and belonging in their workplace. Through the value we create, we are committed to a better and more sustainable future for all.

Headquartered in the Netherlands, Randstad operates in 39 markets and has approximately 40,000 employees. Randstad's North American operations comprise 6,470 associates and a deployed workforce of 71,900 in the U.S. and Canada. Randstad N.V. is listed on the Euronext Amsterdam. For more information, see www.randstad.com or www.randstadusa.com.

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SOURCE Randstad US