79% of workers are more worried about the state of the economy than they were a year ago; significant leadership communication is lacking.
SAN FRANCECO— Remote frequently surveys remote and in-office knowledge workers to grasp changing workforce objectives and expectations. Remote is the global authority on remote employment. The company has published the findings from its Workforce Pulse Survey today. Just 17% of 2,000 full-time, salaried or desk-based U.S. workers aged 22–64 believe their companies are giving the tools and support they need to feel stable and motivated among rising stress, fading motivation, and mounting financial pressure. While just 24% of respondents say they are “very motivated” at work relative to this time last year, 62% express more work-related stress than they did a year ago.
18% of workers have already taken on a second career or side project in reaction to their fear; another 57% are considering one to help them financially. Their most urgent fears are Retirement and financial stability (60%), the fear of layoffs (45%), and worries about employability should one lose their current job (44%).
The poll also exposes notable economic worry. Of the respondents, 79% say they are more concerned about the nation’s economic path than they were last year; 67% say the state of the economy would affect their present employment.
“People are showing up, doing the work, and carrying real pressure; but, the data shows they’re not hearing directly from leadership, and they’re not seeing action that matches the moment,” said Remote’s Chief People Officer, Barbara Matthews. “Simple benefits or surface-level corrections won’t close the disparity. It calls for actual follow-through and attentiveness.
Workers responded, when asked what meaningful assistance would look like, improved salary or bonuses (53%), open communication regarding company outlook (40%), more flexibility in work hours or location (36%), career advancement (33%), and mental health/well-being support (28%).
The data also highlight a rather obvious transparency gap. While 26% of employees report only unclear communication, less than 18% of them believe they get regular updates on how economic conditions can affect their firm or job. Though they would want it, another 35% say their company has not addressed the matter at all. Particularly hybrid (50%) and remote (46%) workers were more likely than in-person workers (37%) to say their company had considered possible financial consequences in some form.
Additional Notable Results
Of workers with flexible schedules, 60% say they would think about cutting wages to maintain their flexibility.
While only 11% say they are more interested in entirely in-office work, 32% of respondents are more interested in totally remote jobs now than they were a year ago.
Even on non-political issues, 72% of workers say they are more reluctant to voice their opinions at work.
Just 24% of respondents say they are highly driven at work; 31% say they are just mildly motivated; 8% say they are not at all motivated.
Nearly one-third (31%), of workers anticipate AI will replace certain aspects of their employment within five years; 6% foresee this shift within just one year. Though technology doesn’t completely replace their role, 37% of respondents believe AI will fundamentally alter their working conditions.
What Companies Can Do?
See flexibility as a strategic advantage rather than as a bonus. Companies can better retain talent by appreciating and allowing employees’ life outside of work, therefore broadening the pool of possible candidates unable to satisfy the strict criteria of a standard 9-5, entirely in-office employment.
Give frequent, open communication on future plans and company performance top priority.
Give staff members mentoring and growth paths to enable them to grow and change. Clear roadmap ahead charting helps staff members feel more comfortable in their position.
Check in on financial wellness and, when you can, provide support (ex: benefits, education, or resource planning).
Set aside a place for honest comments, particularly in light of expected difficult interactions.
“The results remind us that people-first leadership isn’t about guesswork; it’s about listening, responding, and aggressively creating environments where employees can maintain stability and productivity even in uncertain times,” Matthews said. “By sharing this data, we hope to highlight areas where employers might take meaningful action by showing up with transparency, prioritizing flexibility, and committing to fair, ethical practices – especially when times are tough.”
Go to Remote’s blog at https://remote.com/blog/us-workplace-pulse-survey to discover more about the survey and analysis.
### about methodology:
Remote commissioned this poll, which Pollfish carried out the week of May 5, 2025. It covers responses from 2,000 full-time, salaried or desk-based U.S. workers aged 22–64 in completely remote, totally in-office, and hybrid work settings.
About Distance: Remote
There is talent around; opportunity should also be somewhat common. Remote’s goal is to create opportunity everywhere, enabling businesses to pay, manage, and recruit the best talent while letting people interact with the firms and positions most fit for their qualifications. Remote, the worldwide authority on remote work, enables companies to effortlessly and legally create strong teams free from geographic limitations. Job van der Voort and Marcelo Lebre launched Remote in 2019; supported by top investors including SoftBank Vision Fund 2, Accel, Sequoia, Index Ventures, Two Sigma Ventures, General Catalyst, and B Capital.
