Career Gridlock: 60% of Workers Feel Trapped in Jobs They Want to Leave

A new survey from Resume Now reveals a growing trend — Career Gridlock: workers trapped in jobs due to financial fears, skill gaps, and uncertainty, even as they seek change. According to the 2025 Career Gridlock Report, based on a survey of 1,000 U.S. workers, 60% have stayed in roles longer than they wanted because transitioning careers feels too difficult. While many believe a career shift could improve their well-being, few actually take the leap.

As career pivots gain acceptance and industries shift toward skills-based hiring, workers may have more opportunities than they realize. However, overcoming Career Gridlock requires a strategic approach to upskilling, financial planning, and career exploration — key areas this report examines in depth.

Key Findings

• Career change as a path to happiness – Despite nearly two-thirds (66%) believing a career change could improve their happiness, only 13% have successfully made the switch.
• Current career transitions – 18% are actively pursuing a career change, while 36% have considered it but taken no action to leave their jobs.
• Workers struggle to break free from unfulfilling jobs – 60% have stayed in a role longer than they wanted.
• Financial concerns dominate career change fears – 35% fear taking a pay cut, and 34% worry about financial instability.
• Career pivots are becoming more socially accepted – 68% say career shifts are more acceptable now than five years ago.
• Workers prioritize faster, more flexible upskilling – 56% prefer on-the-job learning over returning to school, and only 16% would pursue a new degree.

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Fear of Pay Cuts and Financial Instability Are Top Barriers to Career Change

For many workers, the biggest obstacle to switching careers isn't lack of interest — it's financial risk. Concerns about salary cuts, job stability, and uncertainty about a new role keep employees stuck in jobs they want to leave.

• Financial instability and salary concerns are the biggest barriers to career change – 35% fear starting over at a lower salary, while 34% worry about financial instability during the transition.
• Uncertainty about career fit adds to the hesitation – 32% are uncertain whether a new career would be a good fit, adding another layer of caution.
• Skill gaps and competition are also top concerns – 20% are worried about gaining the necessary skills, and 14% fear competing with more experienced candidates.

What This Means: To reduce career transition risks, employees should research salary trends in their target field, build a financial safety net, and explore part-time work, side hustles, or certifications before making the leap. Uncertainty about career fit can be addressed through informational interviews, job shadowing, or short-term contract work. For those concerned about skill gaps, identifying transferable skills and obtaining industry-recognized certifications can ease the transition without starting over.

The following is a visualization of the most common reasons that workers feel unable to leave jobs that no longer meet their needs:

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Top Motivators for Career Changers

While financial fears hold many workers back, the desire for better pay, work-life balance, and job satisfaction continue to push employees toward new opportunities.

• Higher salary and benefits drive career changes – 57% cite the desire for better pay and benefits as their top motivation for switching careers.
• Work-life balance is a key priority – 29% are seeking better work-life balance as a primary reason for considering a career change.
• Remote work continues to be a growing appeal – 19% are drawn to the flexibility of remote work opportunities.
• Job dissatisfaction fuels many career transitions – 17% are motivated by burnout or dissatisfaction with their current job, while 15% are driven by passion for a new industry or role.

What This Means: Employees pursuing a career change are primarily driven by financial stability, flexibility, and job fulfillment. Work-life balance is increasingly a priority, with 29% citing it as a reason for switching careers. As high-paying remote jobs and skills-based hiring grow, more workers view career shifts as a chance to improve their quality of life without taking a step backward.

Workers Prefer On-the-Job Learning Over Traditional Education

For career changers, gaining new skills doesn't necessarily mean going back to school. Many prefer learning through hands-on experience or employer-provided training rather than committing to a formal degree program.

• On-the-job learning is the top choice for career changers – 56% prefer gaining new skills through self-teaching or employer-provided training rather than returning to school.
• Formal education takes a backseat – Only 16% would go back to school for a degree, while 32% would opt for an online certification.

What This Means: Employees looking to switch careers should focus on gaining practical experience through hands-on projects, mentorship, or industry-specific training. Instead of committing to a degree, many workers can leverage employer-sponsored programs, online certifications, or skill-based learning to make their transition more efficient and cost-effective. Seeking out networking opportunities, apprenticeships, or job shadowing can also provide real-world insights into a new field without a major financial investment.

Career Changers Want Quick Upskilling

For most career changers, speed is key. Instead of years of education, workers seek fast, flexible training to transition into new roles.

• Speed matters for career changers – 56% are only willing to invest six months or less in gaining new skills for a career transition.
• Short-term training is preferred – Nearly a quarter (24%) want to upskill in less than three months, while 32% are open to a three to six month commitment.
• Long-term education is a tough sell – Only 9% are willing to spend more than two years preparing for a career change, showing a strong preference for fast, flexible learning options.

What This Means: Career changers should prioritize skill-building programs that offer quick, job-ready training, such as certifications, bootcamps, or employer-led training programs. Those looking for a fast transition may benefit from microlearning opportunities, short courses, or hands-on experience through freelancing or internships. Employers who offer short-term reskilling initiatives can also provide a pathway for workers to transition into new roles without a long educational commitment.

Methodology:

The findings provided were gathered through a Pollfish survey conducted of 1,000 American workers on February 23, 2025. Participants were asked about their career satisfaction, willingness to switch industries, obstacles to career change, and preferred skill-building methods. Participants responded to various question types, including yes/no questions, open-ended questions, scale-based questions gauging agreement levels, and questions that permitted the selection of multiple options from a list of answers.

For press inquiries, contact Joseph Santaella at joseph.santaella@bold.com.

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Keith Spencer, CPRW

Career Expert

Keith is a Career Expert and content contributor for Resume Now. He is a Certified Professional Resume Writer (CPRW) with over a decade of experience in the career development field. Keith also holds a Master's of Education from Cabrini University.

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