{"id":11202,"date":"2026-02-19T13:52:53","date_gmt":"2026-02-19T12:52:53","guid":{"rendered":"https:\/\/manpowergroup.nl\/employees-are-on-the-move-more-than-half-are-looking-for-another-job\/"},"modified":"2026-06-09T10:19:09","modified_gmt":"2026-06-09T08:19:09","slug":"employees-are-on-the-move-more-than-half-are-looking-for-another-job","status":"publish","type":"post","link":"https:\/\/manpowergroup.nl\/en\/labour-market-trends\/employees-are-on-the-move-more-than-half-are-looking-for-another-job\/","title":{"rendered":"Employees are on the move: more than half are looking for another job"},"content":{"rendered":"\r\n

Particularly turnover and attrition risks among Gen Z men, the blue-collar segment and Gen X women<\/em><\/em><\/strong><\/p>\r\n\r\n\r\n\r\n

20 January 2026, Amsterdam<\/strong> – More and more Dutch employees are cautiously looking beyond their current jobs. More than half (53%) are actively exploring new opportunities, mainly driven by the desire for higher income growth and better career prospects. At the same time, a significant group feels uncertain: 29 per cent expect to lose their jobs in the short term. This is according to the Global Talent Barometer<\/a> by ManpowerGroup Netherlands<\/a>, conducted among nearly 14,000 employees worldwide, including 510 in the Netherlands. Although average job satisfaction remains stable at 67%, the results clearly show that the risk of turnover and dropout is not widespread, but is mainly concentrated among specific groups in the labour market.<\/p>\r\n\r\n\r\n\r\n

Gen Z men are leaving, women are satisfied<\/strong><\/strong><\/strong><\/strong><\/strong><\/h2>\r\n\r\n\r\n\r\n

There are clear differences within Gen Z. Men (aged 18\u201328) in particular form a risk group: their job satisfaction is falling sharply (by 12 percentage points), while their confidence in finding another job is actually increasing (+8 percentage points). This combination increases the risk that they will leave their current employer. The picture is different for women in this generation: job satisfaction in this group is actually rising, by 11 percentage points.<\/p>\r\n\r\n\r\n\r\n

Blue-collar segment loses perspective<\/strong><\/strong><\/strong><\/strong><\/h2>\r\n\r\n\r\n\r\n

Clear signs of increased turnover are also visible outside Gen Z. Employees in executive positions, the so-called blue-collar segment, experience significantly fewer career prospects with their current employer (\u201315 percentage points). At the same time, confidence in finding work elsewhere is increasing (+5 percentage points). Job satisfaction in this group has fallen by eight percentage points to 56 per cent. This increases the likelihood that this group in particular will consider making a move.<\/p>\r\n\r\n\r\n\r\n

Untapped potential among Gen X women<\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/strong><\/h2>\r\n\r\n\r\n\r\n

In addition, the Talent Barometer points to a less visible but no less relevant risk among Gen X women (aged 45\u201350). In this group, both perceived job security (\u20139 percentage points) and confidence in finding another job (\u201310 percentage points) are declining. This creates a situation in which an experienced group of employees feels uncertain about the future but is at the same time less inclined to look for a new job, which means that valuable potential is at risk of remaining untapped.<\/p>\r\n\r\n\r\n\r\n

Andr\u00e9 Secrest, Managing Director at ManpowerGroup Netherlands: “The labour market is changing rapidly under the influence of technological changes, AI and increasing work pressure. In this context, people’s expectations of their employers are shifting: job satisfaction is increasingly determined by their outlook on the future. When development and income growth are not a fixed part of what employers offer, there is a lack of perspective and security, which translates into increased turnover and dropout risks for specific groups. By giving career paths a central place within a broader approach to development, remuneration and job security, employers can prevent talent from looking elsewhere or dropping out.”<\/em><\/p>\r\n\r\n\r\n\r\n

Links:<\/strong><\/p>\r\n\r\n\r\n\r\n