Workers Are Staying at Jobs Longer Than Expected, Says ADP's Richardson

In the ever-evolving landscape of the modern workplace, a curious trend has emerged: workers are staying at their jobs longer than expected. According to ADP's chief economist Nela Richardson, this phenomenon is driven by a combination of factors that are reshaping the dynamics of the labor market. Let's delve into the historical context, current realities, and future implications of this trend.



Historically, the labor market has been characterized by frequent job changes as workers sought better opportunities, higher salaries, and career advancement. However, the post-pandemic era has brought about a shift in worker priorities. The pandemic has left a lasting imprint on the world of work, forcing changes on long-standing practices. Now, technological advances, changing demographics, and shifting workplace norms are driving seismic changes in the labor market.

One of the primary factors contributing to workers staying at their jobs longer is the opportunity for career advancement. According to ADP's research, workers who feel strongly that their employer is providing the training they need are nearly 6 times more likely to recommend their company as a great place to work. This indicates that when employers invest in the skills and career progression of their workers, it fosters loyalty and productivity among employees.

Another key factor is the provision of training and skill development by employers. ADP's research found that workers who feel strongly their employer is providing the training they need are also 3.3 times more likely to describe themselves as highly-productive. This suggests that providing on-the-job training and development opportunities not only retains employees but also enhances their productivity, which in turn benefits the overall labor market dynamics by creating a more skilled and efficient workforce.

The trend of workers staying at their jobs longer can have both positive and negative impacts on productivity and innovation within companies. On the positive side, long-term employees can bring a wealth of institutional knowledge and experience, which can enhance productivity and efficiency. However, staying in the same role for an extended period can also lead to stagnation and a lack of new ideas, potentially hindering innovation.

According to ADP Research's "People at Work 2025" report, only 24% of the global workforce is confident they have the skills needed to advance to the next job level in the near future, and just 17% of workers strongly agree their employers are investing in the skills they need for career advancement. This indicates that many workers may feel stuck in their current roles, which can lead to decreased motivation and productivity.

To maintain a motivated and skilled workforce, employers can adopt several strategies. First, they can invest in continuous learning and on-the-job development. As Nela Richardson, chief economist at ADP, stated, "If companies want to benefit from the enormous technological advancement to come, they must start with investing in the skills and career progression of their workers." This can include providing training programs, mentorship opportunities, and resources for professional development.

Second, employers can foster a culture of innovation by encouraging employees to take on new challenges and projects. This can help prevent stagnation and keep employees engaged and motivated. As Mary Hayes, research director of People & Performance at ADP Research, noted, "The world of work is changing at light speed, and organizations need to do their part to close the skills gap."

Third, employers can offer opportunities for career advancement and internal mobility. This can help employees feel valued and motivated to stay with the company long-term. As the report found, workers who feel strongly their employer is providing the training they need are nearly 6 times more likely to recommend their company as a great place to work and 3.3 times more likely to describe themselves as highly-productive.

In summary, while the trend of workers staying at their jobs longer can have both positive and negative impacts on productivity and innovation, employers can adopt strategies such as investing in continuous learning, fostering a culture of innovation, and offering opportunities for career advancement to maintain a motivated and skilled workforce.

The future of work is uncertain, but one thing is clear: the trend of workers staying at their jobs longer is here to stay. Employers who prioritize the skills development of their workers will be better positioned to navigate the challenges and opportunities of the rapidly changing world of work. As ADP's Richardson puts it, "A skilled workforce is more loyal to their employers—and more productive. Yet only a small fraction of workers are upskilled within two years of being hired." The time to act is now, and the future belongs to those who invest in their people.