In the last few years, many professionals across the UK have been evaluating their career choices and asking themselves whether they are in the right roles.

For some, this has meant leaving their current position to find a job with a positive company culture that aligns better with their long-term priorities. For others, it has prompted a wave of so-called quiet quitting, where disengaged workers choose to do only what is absolutely required from them during their contracted hours, declining to put in any more time or effort than necessary.

At Lanes, we wanted to gauge employee satisfaction across the UK's workforce. So we surveyed 2,080 UK professionals on everything from what they consider a good work/life balance to how they rate their mental health. The aim of this poll was to gain honest feedback more about how engaged employees were in their current roles, whether they feel fulfilled and supported in their work, and if they felt they were surrounded by a positive workplace culture.

So what did we find out during our first employee satisfaction survey? Read on for some intriguing insights we've pulled from the survey data about employee sentiment, what employees really value in terms of benefits, and how people really feel about their company culture. Some of the answers may surprise you!

Please feel free to use or quote any of our stats and analysis, citing careers.lanesgroup.com if you do so.

Key findings

• The majority of UK workers are largely satisfied with their current roles, with 78% of those polled saying they were either happy or very happy in their current jobs.
• Most people also find their jobs to be meaningful or very meaningful (76%), while 55% say their role offers a good level of challenge, 82% are satisfied or very satisfied with the level of pay they receive, and 82% are satisfied or very satisfied with their opportunities for skills progression and career development.
• However, 25% of workers say they are extremely stressed in a typical week, while 39% are quite stressed - only 32% have a manageable amount of stress.
• 67% of those polled say “quiet quitting” either very much or somewhat described their own attitude to work at the moment, while 69% said the same was true of their colleagues.
• 25% of respondents would be keen to change job in the next 12 months if given the opportunity, while 41% said they potentially would.
• The benefits and incentives that matter most when looking for a new job include better opportunities for promotion and career advancement (40%), a more competitive salary (40%) and more home working options (33%).
• The factors that people cited most often for why they left their last job include a lack of flexible hours and home working options (38%), low pay (30%) and dissatisfaction or disinterest in the work (28%).

People are largely happy with their current jobs…

The results from our first employee satisfaction survey show that, overall, most employees are content with their current positions. Many felt that their daily tasks were meaningful and aligned with their skills, which contributed to a strong sense of job satisfaction. When we asked respondents to describe their current job satisfaction in their own words, the feedback was largely positive.

• 35% said they are very happy in their current roles, and a further 44% said they are happy.
• 32% find their roles to be very meaningful and 44% find them meaningful.
• 55% say their role offers a good level of challenge.
• 36% are always able to achieve a good work-life balance in their job, and 52% feel they can sometimes achieve this.
• 30% are very satisfied with the level of pay they receive, and 52% are satisfied.
• When asked how much their opinions about work matter to those they work with, 33% said very much and 53% said somewhat.
• When asked how much they feel valued and properly acknowledged for their work, 36% said very much and 48% said somewhat.
• When asked whether they are satisfied with their current opportunities for skills progression and career development, 33% said they are very satisfied and 49% are satisfied.

The findings suggest that satisfaction at work is rarely down to a single factor. Instead, it’s shaped by a combination of fair pay, personal growth, meaningful work, and feeling valued. When these elements are in place, the result is not only a more positive employee experience, but also a more stable and motivated workforce.

…but many are under a lot of stress

Nevertheless, the survey data also showed that many are under a significant amount of stress at work, although they largely feel their employers are supportive of this:

• 25% are extremely stressed in a typical week and 39% are quite stressed, while only 32% have a manageable amount of stress.
• 27% say their jobs are too challenging, while 15% say they are not challenging enough, and 3% feel their roles offer no challenge at all.
• However, 25% feel their job has a very positive impact on their mental health overall, with 40% citing a positive effect - only 6% said it was negative and 2% said it was very negative.
• 40% said their employers have always maintained a welcoming environment to discuss their mental health; a further 41% said this is the case now, as a result of recent efforts to improve.

These results show that while stress is a regular feature of working life for many, most employees still feel that their mental health is respected and supported at work. A willingness from employers to create an open environment appears to make a meaningful difference in how people experience and manage workplace pressure.

Quiet quitting is a common trend

The survey also showed that quiet quitting is a common trend in their workplace, despite the relatively high levels of satisfaction with the overall work:

• 24% said the term “quiet quitting” very much described their own attitude to work, and 43% said it somewhat did so - only 15% said “not at all”.
• Similarly, 24% of respondents said the term “very much” described their colleagues’ attitudes at work, and 45% said it somewhat does so, compared to only 10% who said “not at all”.

This suggests that even among generally satisfied employees, a sense of disengagement can persist. When effort beyond the basic job description starts to feel optional, it may point to deeper questions around motivation, recognition or connection to the company values an employer holds.

Most are open to moving to a new role

The majority of our respondents would be open to changing jobs at some point in the next 12 months if the opportunity arose, while many have already done so recently:

• 25% said they would “very much” be keen to move to another role in the next year, and 41% potentially would - only 15% would not be interested in doing so at all.
• 45% of those polled have changed jobs in the last 12 months.

The findings reflect a wider shift away from the idea of jobs for life. With nearly half having already changed roles recently and many more open to moving on, long-term job security appears to be a two-way street - employees are less likely to stay put if they don't see future prospects, and employers may need to work harder to retain talent in a more fluid job market.

Concrete benefits are the biggest motivator to change roles

When asked what benefits and incentives matter most to them when looking for a new job, respondents broadly seemed to be motivated by more concrete benefits - including career progression, salary and flexible working options - than social or cultural benefits.

The benefits were ranked as follows:

• Better opportunities for professional growth and career advancement - 40%
• Competitive salary - 40%
• More home working options - 33%
• Improved pension schemes - 32%
• Flexible hours and shift patterns - 27%
• Better work-life balance - 27%
• In-house training and qualification support - 25%
• Healthcare cover for medical expenses - 23%
• Charitable projects and community outreach organised through work - 21%
• A friendly and positive workplace culture - 18%
• Regular organised teambuilding events - 15%
• Childcare support - 14%
• In-house mental health and wellbeing support - 11%
• Regular social events and a culture of socialising outside of work hours - 7%

These preferences reflect a shift in how employees feel about their long-term prospects. While culture still matters, the survey results from our first employee satisfaction survey show that practical factors like a clear career development path, a strong benefits package and greater flexibility are more effective in driving engagement.

A lack of flexibility and pay are the main reasons why people leave their roles

Of those who said they have changed jobs in the last year, only 3% said they left simply for a new challenge, or a role they preferred more. The remainder were able to cite at least one reason why they felt motivated to leave their previous job, with the most common choices being as follows:

• A lack of flexible hours and home working options - 38%
• Low pay - 30%
• Dissatisfaction or disinterest in the work - 28%
• Insufficient pension support - 27%
• Poor work-life balance - 26%
• Excessive stress - 25%
• A lack of recognition - 18%
• No health or childcare support - 16%
• Unsupportive management - 16%
• A lack of opportunities for professional and personal growth - 14%
• An unfriendly or hostile team environment - 12%
• No connection to the company's values or organisational culture - 10%
• A change in personal goals and priorities - 9%

The responses suggest that employee sentiment is shaped less by abstract ambition and more by whether the fundamentals of the employee experience are being met. When daily tasks become disconnected from meaningful career growth, or the current benefits package no longer reflects a fair exchange, people start to look elsewhere.

These survey results give HR professionals and decision-makers deeper insights into what matters most: a supportive work environment, fair pay and flexible working arrangements. For many businesses looking for insights on how to improve their employee retention and overall satisfaction, these survey findings offer a strong foundation to improve satisfaction levels, support employee morale, and create conditions that keep engaged employees doing their best work.

See the full survey findings

To see the full results of our survey, take a look at the complete data below.

Which of the following best describes your employment status?

 

Answer Choices	Responses
Full-time employment	74.31%	1588
Part-time employment	17.08%	365
Self-employed	5.94%	127
Not currently working	2.67%	57

What sector do you work in?

Answer Choices	Responses
Armed Forces	3.82%	78
Arts & Heritage	3.62%	74
Business Support Services	4.60%	94
Charities & Social Enterprise	5.04%	103
Construction, Manufacturing & Design	12.38%	253
Education	10.18%	208
Engineering & Utilities	6.70%	137
Environment	4.35%	89
Finance, Accountancy & Investment	7.05%	144
Government, Policy & Politics	5.63%	115
Health & Social Care	6.31%	129
Housing & Property	3.13%	64
Legal	3.62%	74
Leisure, Hospitality & Travel	4.01%	82
Marketing, Media & PR	5.14%	105
Recruitment & HR	4.55%	93
Retail & FMCG	3.33%	68
Science & Technology	2.64%	54
Transportation & Logistics	2.25%	46
Wealth & Investment	0.88%	18
Other	0.78%	16

How happy are you in your current role?

 

Answer Choices	Responses
Very happy	34.59%	707
Happy	43.54%	890
Neither happy nor unhappy	16.78%	343
Unhappy	4.70%	96
Very unhappy	0.39%	8

How meaningful do you find your work?

 

Answer Choices	Responses
Very meaningful	32.29%	660
Meaningful	43.69%	893
No strong opinion either way	18.84%	385
Not very meaningful	4.35%	89
Not at all meaningful	0.83%	17

How challenging do you find your work?

 

Answer Choices	Responses
Too challenging	27.05%	553
A good level of challenge	54.79%	1120
Not challenging enough	15.07%	308
No challenge at all	3.08%	63

 

In a typical week, how stressed do you feel at work?

 

Answer Choices	Responses
Extremely stressed	25.20%	515
Quite stressed	38.94%	796
A manageable amount of stress	32.24%	659
No stress at all	3.62%	74

 

Are you able to achieve a good work-life balance in your job?

 

Answer Choices	Responses
Always	35.86%	733
Sometimes	51.52%	1053
Rarely	10.32%	211
Never	2.30%	47

 

Are you satisfied with the level of pay you receive for your work?

 

Answer Choices	Responses
Very satisfied	29.75%	608
Satisfied	51.86%	1060
Unsatisfied	15.17%	310
Very unsatisfied	3.23%	66

What effect do you feel your job has on your mental health?

 

Answer Choices	Responses
Very positive	24.71%	505
Positive	40.36%	825
Neither positive nor negative	26.47%	541
Negative	6.16%	126
Very negative	2.30%	47

 

Do you have access to a welcoming environment to discuss your mental health, and get support when it is needed?

 

Answer Choices	Responses
Yes, always	40.36%	825
Yes, thanks to recent improvements	41.19%	842
No, but things are improving	14.77%	302
Not at all	3.67%	75

How much do your opinions about work matter to the people you work with?

 

Answer Choices	Responses
Very much	32.73%	669
Somewhat	52.98%	1083
Not enough	11.20%	229
Not at all	3.08%	63

Do you feel that you are valued and properly acknowledged for your work?

 

Answer Choices	Responses
Very much so	36.25%	741
Somewhat	47.75%	976
Not enough	13.01%	266
Not at all	2.98%	61

Are you satisfied with the opportunities for skills progression and career development available to you?

Answer Choices	Responses
Very satisfied	32.78%	670
Satisfied	49.02%	1002
Unsatisfied	15.36%	314
Very unsatisfied	2.84%	58

How well do you think the term "quiet quitting" describes your current attitude to your work?

Answer Choices	Responses
Very much	24.05%	491
Somewhat	42.85%	875
Not really	17.73%	362
Not at all	15.38%	314

How well do you think the term "quiet quitting" describes the attitudes the majority of your colleagues have to their jobs?

Answer Choices	Responses
Very much	24.24%	495
Somewhat	45.15%	922
Not really	21.06%	430
Not at all	9.55%	195

Would you be keen to change jobs in the next 12 months if given the opportunity?

Answer Choices	Responses
Very much	25.25%	514
Potentially	41.31%	841
Not really	18.22%	371
Not at all	15.23%	310

Which of the following benefits and incentives would matter most to you when looking for a new job?

Answer Choices	Responses
Competitive salary	39.83%	811
Improved pension schemes	32.37%	659
More home working options	33.20%	676
Flexible hours and shift patterns	27.11%	552
Better work-life balance	26.72%	544
Healthcare cover for medical expenses	23.28%	474
In-house mental health and wellbeing support	10.71%	218
Childcare support	13.75%	280
In-house training and qualification support	24.85%	506
Better opportunities for promotion and career advancement	40.37%	822
Charitable projects and community outreach organised through work	21.32%	434
Regular organised teambuilding events	15.32%	312
A friendly and positive workplace culture	18.37%	374
Regular social events and a culture of socialising outside of work hours	7.07%	144

Have you changed jobs in the last 12 months?

Answer Choices	Responses
Yes	44.69%	905
No	55.31%	1120

 

 

How many of the following factors affected your decision to change jobs?

Answer Choices	Responses
Low pay	30.05%	275
Insufficient pension support	27.32%	250
A lack of flexible hours and home working options	37.81%	346
Poor work-life balance	25.79%	236
Dissatisfaction or disinterest in the work	27.54%	252
Excessive stress	24.59%	225
A lack of recognition	18.14%	166
No health or childcare support	15.74%	144
Unsupportive management	15.63%	143
A lack of opportunities to progress	13.66%	125
No connection to the company's values	9.84%	90
An unfriendly or hostile team environment	12.24%	112
A change in personal goals and priorities	8.63%	79
None of the above - I left for a new challenge or a role I preferred more	2.84%	26
Other	0.22%	2

How Lanes supports employee satisfaction and engagement

At Lanes, we understand that job satisfaction isn’t a given - it’s something that needs to be nurtured through consistent investment in people, communication and culture. That’s why we carried out our first employee satisfaction survey - not only to hear how employees across the UK are feeling, but also to reflect on what we’re doing well and where we can improve.

We also use this feedback to refine how we attract and retain talent. From reviewing our current benefits to asking sharper employee engagement questions, we’re actively working to improve employee satisfaction and support people in doing their best work.

Our approach to employee experience includes regular satisfaction surveys, open channels for feedback, and a commitment to aligning each team member’s daily tasks closely with their interests and development goals. Whether it’s offering targeted training or making sure we support the mental health of all our people, we are always looking for ways to create a happy, engaged and productive workforce.

If you’re looking for an employer that listens to your needs, and values long-term development, take a look at our latest roles. We’re always looking for talented people who want to grow with us.

---