Nearly Half of Employees Feel Stuck—Here’s How Employers Can Change That

If your team feels like they’re spinning their wheels, they’re not alone. According to a recent SurveyMonkey study, 43% of U.S. workers say there are little to no opportunities for growth at their current job. That’s nearly half of the workforce feeling stalled - and the ripple effects on engagement, retention, and productivity will be significant.

Growth Mindset, Blocked Path

The data reveals a major disconnect between employee ambition and actual career development. Workers still want to grow—64% say they’re aiming for top leadership roles someday—but many simply don’t see a path forward. Gen Z employees, in particular, are hungry for growth: 80% want to reach the top levels of leadership, yet only 28% are satisfied with where they are now.

Even more telling, Gen Z is more likely than older generations to look outside their current company for that next step. This isn’t just about youthful impatience…it’s a perceived lack of opportunity. And it’s not limited to early-career employees: 48% of experienced individual contributors also say they see limited or no growth potential in their current roles.

Why This Matters

When employees don’t feel like they’re advancing, motivation drops, engagement fades, and top performers start looking elsewhere. In today’s competitive talent market, the cost of turnover—and the risk of losing institutional knowledge—can be steep. Employers who ignore this problem risk losing not just talent, but momentum.

So, What Can Employers Do?

Here are a few strategies to counter career stagnation and keep your workforce engaged:

1. Make Career Paths Visible

Even if promotions aren’t immediately available, show employees what’s possible. Map out clear development paths, and be transparent about the skills, experience, and performance needed for each step.

2. Invest in Skill Building

Nearly half of workers say their main motivators are opportunities for improvement (47%) and financial security or status (47%). Offering training, mentoring, and stretch projects helps employees feel valued and invested in.

3. Recognize Great Work—Before They Ask

While most leaders believe promotions require going above and beyond, younger workers increasingly believe doing their assigned job well should be enough to be rewarded. There’s room for both views—ensure your reward systems don’t unintentionally overlook consistent performance.

4. Talk About Growth in Every Check-In

If development conversations only happen once a year, you’re missing chances to engage. Make growth a standing agenda item in one-on-ones and reviews. Ask employees where they want to go and how you can help get them there.

5. Create Ladders, Not Just Lattices

Sideways movement is valuable, but many employees are aiming high. Think about creating internal certification programs, manager training pipelines, or leadership shadowing programs that help high-potential talent climb without leaving.

Growth Is About More Than Titles

Not every employee wants to be in the C-suite, but that doesn’t mean they want to stand still. Career development can mean deepening expertise, increased autonomy, or the chance to lead meaningful projects. Start by asking what growth looks like for them.

And remember: 43% of employees feel stuck, but that number doesn’t have to stay that way. With the right support, structure, and culture, employers can turn career stagnation into career momentum, and keep great people growing with the business, not away from it.

Need help building clearer paths to growth in your organization? Let’s talk about how we can support you with strategy, structure, and practical tools to keep your people engaged.