Workers shift from quitting to staying putThe workplace landscape in the United States has undergone a dramatic transformation over the past few years. Following the height of the pandemic, the “great migration” saw millions of employees leave their positions in search of remote work, higher pay, and more flexibility. But according to a new survey by consulting firm Robert Half, that chapter is officially over. Instead, a new trend has emerged: the “big hold.”
The survey revealed that 73% of employees plan to remain in their current roles through 2025. Their reasons include strong workplace culture, a sense of fulfillment, and competitive pay. Yet beyond satisfaction, there is another driving factor—concern about a cooling job market. With layoffs spreading across major corporations and fewer opportunities opening up, workers are holding on tightly to the stability they already have.Job growth slows and uncertainty risesBehind this trend is a clear shift in the labor market. Job openings have dropped to under 7.5 million, down by 4 million compared with 2022. Wage growth has also slowed, slipping from 6.7% to 4.1% over the same period. These numbers reflect a broader cooling in economic momentum, leaving workers more hesitant to take risks.Adding to the uncertainty are sweeping corporate mandates and layoffs. Companies such as Microsoft, AT&T, Amazon, and JPMorgan are requiring employees to return to physical offices or risk losing their jobs. At the same time, advances in artificial intelligence are automating functions across industries, from finance to retail. Firms like Citi, Accenture, Tesla, and Intel have already announced significant workforce reductions, cutting tens of thousands of roles. For many professionals, the job market feels unpredictable, fueling the desire to stay put.Why small businesses have an advantageWhile big corporations face turmoil, small businesses are emerging as a surprising bright spot. According to Paychex’s Small Business Employment Watch, hiring among companies with fewer than 50 employees remained steady this summer. The resilience of these businesses highlights their unique ability to adapt and retain staff even in times of economic uncertainty.For workers seeking security and connection, small businesses offer an appealing alternative. Many owners prioritize culture, investing time and energy into building personal relationships with their teams. Some employers walk the floor daily to check in with employees, ask about their lives, and reinforce the value of their contributions. This approach not only boosts morale but also leads to stronger retention.Investing in employee growth and trainingAnother reason workers stay loyal to small businesses is the investment in professional development. Some employers dedicate a portion of their budgets to ongoing technical training, ensuring employees can embrace new technologies like AI instead of fearing replacement. These programs often qualify for state workforce development funding, making them cost-effective while equipping employees with skills that benefit both their careers and the company.Others take a broader approach to employee enrichment, offering educational credits that staff can spend on any learning experience—from career-related courses to personal hobbies. The philosophy is simple: supporting employees’ growth outside of work creates better-rounded, more motivated team members. Employers who adopt these strategies also benefit from tax incentives, further reinforcing the value of investing in their people.Leveraging tax benefits to attract and retain talentSmall businesses also enjoy a range of tax advantages that help them remain competitive in hiring. Owners can offer benefits such as healthcare, childcare assistance, and educational stipends, many of which qualify for deductions. Programs that support hiring veterans, individuals transitioning off welfare, or those formerly incarcerated can provide additional credits, reducing labor costs while opening the door to untapped talent pools.These benefits give smaller employers a crucial edge at a time when larger corporations are cutting jobs. For workers, these perks signal stability, support, and long-term opportunity, making small businesses an increasingly attractive choice.Why the big hold matters for the future of workThe “big hold” reflects a significant shift in worker priorities. Employees are placing greater value on security, culture, and growth opportunities rather than chasing frequent job changes. For employers, particularly small businesses, this creates a unique window to recruit talent that might previously have gone to larger corporations.With half of the U.S. workforce already employed by small businesses, their role in shaping the future of employment is more critical than ever. As workers stay put and job hopping slows, companies that foster trust, invest in people, and offer meaningful benefits will thrive in a cooling labor market.Final thoughts on stability in uncertain timesThe days of the great resignation are over, replaced by a new era of stability and caution. While uncertainty looms in the broader economy, small businesses are seizing the opportunity to strengthen their teams and attract skilled workers. For employees, the decision to stay put is about more than survival—it’s about finding workplaces that value culture, compensation, and growth. As the “big hold” unfolds, both employers and workers may discover that stability is the foundation for long-term success.
The survey revealed that 73% of employees plan to remain in their current roles through 2025. Their reasons include strong workplace culture, a sense of fulfillment, and competitive pay. Yet beyond satisfaction, there is another driving factor—concern about a cooling job market. With layoffs spreading across major corporations and fewer opportunities opening up, workers are holding on tightly to the stability they already have.Job growth slows and uncertainty risesBehind this trend is a clear shift in the labor market. Job openings have dropped to under 7.5 million, down by 4 million compared with 2022. Wage growth has also slowed, slipping from 6.7% to 4.1% over the same period. These numbers reflect a broader cooling in economic momentum, leaving workers more hesitant to take risks.Adding to the uncertainty are sweeping corporate mandates and layoffs. Companies such as Microsoft, AT&T, Amazon, and JPMorgan are requiring employees to return to physical offices or risk losing their jobs. At the same time, advances in artificial intelligence are automating functions across industries, from finance to retail. Firms like Citi, Accenture, Tesla, and Intel have already announced significant workforce reductions, cutting tens of thousands of roles. For many professionals, the job market feels unpredictable, fueling the desire to stay put.Why small businesses have an advantageWhile big corporations face turmoil, small businesses are emerging as a surprising bright spot. According to Paychex’s Small Business Employment Watch, hiring among companies with fewer than 50 employees remained steady this summer. The resilience of these businesses highlights their unique ability to adapt and retain staff even in times of economic uncertainty.For workers seeking security and connection, small businesses offer an appealing alternative. Many owners prioritize culture, investing time and energy into building personal relationships with their teams. Some employers walk the floor daily to check in with employees, ask about their lives, and reinforce the value of their contributions. This approach not only boosts morale but also leads to stronger retention.Investing in employee growth and trainingAnother reason workers stay loyal to small businesses is the investment in professional development. Some employers dedicate a portion of their budgets to ongoing technical training, ensuring employees can embrace new technologies like AI instead of fearing replacement. These programs often qualify for state workforce development funding, making them cost-effective while equipping employees with skills that benefit both their careers and the company.Others take a broader approach to employee enrichment, offering educational credits that staff can spend on any learning experience—from career-related courses to personal hobbies. The philosophy is simple: supporting employees’ growth outside of work creates better-rounded, more motivated team members. Employers who adopt these strategies also benefit from tax incentives, further reinforcing the value of investing in their people.Leveraging tax benefits to attract and retain talentSmall businesses also enjoy a range of tax advantages that help them remain competitive in hiring. Owners can offer benefits such as healthcare, childcare assistance, and educational stipends, many of which qualify for deductions. Programs that support hiring veterans, individuals transitioning off welfare, or those formerly incarcerated can provide additional credits, reducing labor costs while opening the door to untapped talent pools.These benefits give smaller employers a crucial edge at a time when larger corporations are cutting jobs. For workers, these perks signal stability, support, and long-term opportunity, making small businesses an increasingly attractive choice.Why the big hold matters for the future of workThe “big hold” reflects a significant shift in worker priorities. Employees are placing greater value on security, culture, and growth opportunities rather than chasing frequent job changes. For employers, particularly small businesses, this creates a unique window to recruit talent that might previously have gone to larger corporations.With half of the U.S. workforce already employed by small businesses, their role in shaping the future of employment is more critical than ever. As workers stay put and job hopping slows, companies that foster trust, invest in people, and offer meaningful benefits will thrive in a cooling labor market.Final thoughts on stability in uncertain timesThe days of the great resignation are over, replaced by a new era of stability and caution. While uncertainty looms in the broader economy, small businesses are seizing the opportunity to strengthen their teams and attract skilled workers. For employees, the decision to stay put is about more than survival—it’s about finding workplaces that value culture, compensation, and growth. As the “big hold” unfolds, both employers and workers may discover that stability is the foundation for long-term success.
