Here Is What Employees Think Compared to Last Year

Slight Shifts, Big Implications for Employee Sentiment

Keeping employees engaged is a lot like keeping customers happy—you can’t just assume what worked last year will work again. New data from our 2025 Best Places to Work Awards shows that while workplace satisfaction is still high, a few warning signs are creeping in. The numbers don’t lie, and if you’re leading a company, running HR, or driving internal culture, you’ll want to pay attention and review the full report with key findings and recommended actions.

Let’s break it down: Employees are still generally happy, but they’re starting to feel less valued, slightly less enthusiastic about pay, and maybe—just maybe—a little less jazzed about their managers. If that sounds like trouble brewing, it probably is. But don’t worry, we’ve got some ideas on how to turn things around.

What’s Changing? A Look at the Numbers

It’s not a crisis—yet. But when survey responses show even minor dips in satisfaction, leaders should take note. Here’s what stood out in our data:

• Overall employer satisfaction slipped from 9.3 in 2024 to 9.2 in 2025. A small drop, sure, but trends start somewhere.
• Likelihood to recommend an employer slid from 9.4 to 9.2. Not panic-inducing, but a hint that something’s shifting.
• Feeling respected and valued dropped from 7.8 to 7.6. Employees noticing a lack of appreciation can be a slippery slope.
• Salary competitiveness is sitting at a low 6.5—down from 6.7. In a world where job hopping is easier than ever, this is one to watch.

So, what’s behind these subtle declines? Could be shifting workplace expectations. Could be companies tightening budgets while employees expect more. Either way, it’s clear that organizations need to step up their game before these small dips turn into big problems.

Employee Pay: More Than Just a Number

Let’s talk about money—because your employees certainly are. With a 0.2-point drop in salary satisfaction, it’s clear that people are rethinking their worth. And in a job market where pay transparency is trending and counteroffers are common, businesses that ignore this will see their best talent walk out the door.

Does that mean every company needs to throw raises around like confetti? Not necessarily. But if you’re not benchmarking salaries or offering compelling perks, your competitors will be happy to take that talent off your hands. The bottom line: You don’t have to be the highest payer, but you do need to make employees feel like they’re getting a fair deal.

The Recognition Gap: A Silent Culture Killer

Here’s something to keep in mind: Employees might love their jobs, but if they don’t feel seen, that enthusiasm fades. A 0.2 drop in feeling respected and valued might not seem huge, but in a field where engagement fuels retention, it’s a signal worth acting on.

Recognition doesn’t have to be expensive, but it does have to be intentional. Frequent shoutouts, meaningful bonuses, and strong leadership support can do wonders. The good news? Fixing this is way cheaper than replacing top talent.

What Leaders Should Do Next

The trends are clear, but they’re not irreversible. Here’s where smart leaders can take action:

1. Rethink Compensation Strategy – Competitive pay isn’t just about salaries; it’s about benefits, flexibility, and long-term career growth.
2. Boost Recognition Programs – Employees need to know their work matters. Celebrate wins, big or small, and make appreciation a priority.
3. Support Leadership Growth – Managers are key to engagement. Invest in leadership training so they can keep teams motivated and connected.
4. Improve Transparency – People want to understand how decisions affect them. Open communication about pay, promotions, and company direction builds trust.
5. Track Employee Sentiment More Often – Annual surveys are great, but quarterly pulse checks help catch issues before they escalate.

Review the full report “Workplace Trends in Motion: How 2025 Compares to 2024 and What It Means for the Future” for key findings and recommended actions for staying ahead of the curve.