以人为本 变革的中心 2026劳动力趋势报告

People want togrow.Your company needsinnovation.HR canconnectthe two. much faster than the support available, raisingexpectations before employees have the time,skills, or clarity to adjust. Many are learning newtools while also covering work from colleagues shifts in trade, geopolitics, and technology arereshaping decisions inside and outside of work. employees and HR leaders share how they’reaffected:the job market feels uncertain, andmany people are holding onto jobs out of caution.Retention may look steady — but beneath thewhose roles weren’t replaced.With hiring slowed, the pressure lands on leanerteams. But without structure, training, and clear ownership, promised AI gains don’t reach thepeople doing the work. This “crunch moment”slows innovation just when businesses rely on it ForHR leaders, this is a chanceto turn pressure intoprogress. with business demands, guiding AI into daily work with clearcommunication and guardrails, and rebuilding trust throughtransparency and follow-through. When growth paths are visibleand time to learn and experiment is protected, it’s much easier for •Why steady headcount can mask a stagnant, disengaged workforce•How AI is creating both new opportunities and concerns•Where trust is breaking down and how to restore it and the foundation of business success. Done right, AI can supportbetter work and help HR leaders build resilient organizations wherepeopleandbusiness thrive. @ LeapsomeCo-Founder & Co-CEOJenny Podewils ecutive summary Sample and HR leaders (800)•Company size: 50-2,500 employees•Industries: tech, consulting, marketing, advertising, PR,market research, IT/computing, business services, media•Locations: US, UK, Germany, Netherlands •15-min online survey •Responses collected between June 21andJuly 2, 2025 How Leapsomecansupportyouin2026Leapsome brings HRIS, performance, and engagementinto one platform — so you canspend less time on admin andmore with your people. Employees arestaying for security,Trend # 1 Why “good” retentioncan hide a disengagedworkforce 1 in 3 54% meet the demands of anew role with AI other than liking their work the risks of changing jobs win. But many employees aren’t staying becausethey’re thriving —they’re staying because leavingfeels risky.Job growth is slowing across majormarkets,* making roles harder to land and riskier to so quickly that 33% of employees doubt their skillswould match what’s expected in a new role. Underthat pressure, people are choosing safety oversatisfaction. ~1 in 3 (30%) want to leave their current workplace, but: Job changes feelrisky—even for those ready to leave 49%worry about the increasingly competitive job market but so is the fear of what comes next. Short-termcontracts, fewer flexible options, and a toughermarket make change feel unsafe. instability, and shifting economies, and it’s clearwhy many would-be job movers hesitate. Thecostoffear-basedretention For ICs that stay out of fear, these arethe top 3 negative effectsthat they experience: 60%say disengagementlowers performance* 47%say disengagement fuelsconflict and toxic behaviors Productivityis thefirst thing to go when report more burnoutin disengaged teams motivation fades slows, tensions rise, and burnout spreads. Six inten HR leaders and managers say disengagementdirectly cuts performance — and the financial toll businesses around US$8.8 trillion annually, or 9%of global GDP.* Whymotivation slips 47% % 45%unmanageable down to the basics: too little growth, too muchwork, and unhealthy cultures. like stability — but they also cost performance. Turn insights intoaction To break fear-based retention, reset the conditions so peoplecan contribute from day one and grow with confidence. Rebalanceworkloads Anchor yourpeople sense of security, and visible connection.When employees feel anchored, they knowthey matter, they see their place in thecompany, and they can weather any storm.That stability fuels collaboration, diverse past 20 years, is dead. don’t need to be entertained — they wantto contribute from the moment theyjoin. Our job is to remove the hoops andperspectives, and belonging. could you take steps to anchor yourpeople? Take those steps, and you‘ll seewhat true engagement looks like!! want to plug in, get instant feedback, andmove with purpose. This is not tied to agenerational argument. Today’s workforcedoesn’t want to be engaged. It longs to be Steve BrowneSHRM-SCP, Chief People Officer at LaRosa’s, Inc. Employee engagementtoolkit Keeping employees connected and motivated doesn’t happen bychance — it takes the right tools and practices. That’s why Leapsomecreated this employee engagement toolkit: a practical guide forHR and managers to strengthen culture, boost retention, and drive Step-by-step checklist to design your engagement strategy Templates for surveys, feedback, and recognition programsIdeas for learning & development and team-building activitiesCommunication and wellness