As the global authority on remote employment, Remote regularly surveys remote and in-office knowledge workers to understand shifting workforce priorities and expectations. Today, the company released the results from its Workforce Pulse Survey. Findings from a survey of 2,000 full-time, salaried or desk-based U.S. workers aged 22–64 reveal that just 17% say their employers are providing the resources and support they need to feel stable and motivated amid rising stress, fading motivation, and growing financial strain. This finding comes as 62% report higher work-related stress than a year ago, while just 24% describe themselves as ‘very motivated’ at work relative to this time last year.

In response to their anxiety, 18% of employees have already taken on a second job or side hustle, and another 57% are considering one in order to stay afloat financially. Their most pressing worries? Retirement and financial security (60%), the looming threat of layoffs (45%), and concerns about employability if they lose their current position (44%).

The survey also reveals significant economic anxiety. 79% of respondents express increased concern about the country's economic direction compared to last year, and 67% report being worried about the economy's impact on their current job.

"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 Barbara Matthews, Chief People Officer at Remote. “That gap doesn't close with simple perks or surface-level fixes. It takes real attention and follow-through.”

When asked what meaningful support would look like, workers said: increased compensation or bonuses (53%), transparent communication about business outlook (40%), greater flexibility in work hours or location (36%), career development (33%), and mental health/well-being support (28%).

The results also illuminated a clear transparency gap. Fewer than 18% of workers say they receive regular updates on how economic conditions might affect their company or role, while 26% report only vague communication. Another 35% say their employer hasn’t addressed the issue at all – but they’d like them to. Notably, hybrid (50%) and remote (46%) employees were more likely than in-person workers (37%) to say their employer had discussed potential economic impacts in some capacity.

Other Notable Findings

• Among employees with flexible work arrangements, 60% say they would consider taking a pay cut to keep that flexibility. 
• Interest in remote roles continues to rise: 32% are more interested in fully remote jobs now than they were a year ago, while only 11% report growing interest in fully in-office roles.
• 72% of employees report being more hesitant to express their views at work – even on non-political topics.
• Only 24% of respondents are very motivated at work; 31% report being slightly motivated, and 8% say they’re not at all motivated. 
• 68% of workers expect AI will affect their job: nearly one-third (31%) believe AI will replace parts of their role within five years, and 6% expect this change within just one year. 37% anticipate AI will significantly change how they work, even if it doesn't replace their role entirely.

What Employers Can Do: 

• Treat flexibility as a strategic advantage, not just a perk. By acknowledging and accommodating employees’ lives outside work, companies can better retain talent, while also expanding the talent pool to potential employees who can’t meet the rigid requirements of a traditional 9-5, fully in-office job.
• Prioritize regular, transparent communication about business performance and future plans. 
• Offer development pathways and mentorship to help employees grow and adapt. The ability to chart a clear path forward can make employees feel more secure in their role. 
• Check in on financial wellness and offer support where possible (ex: planning resources, education, or benefits). 
• Create a space for honest feedback, especially when the conversations are likely to feel tough.

"The findings serve as a reminder that people-first leadership isn’t about guesswork; it’s about listening, responding, and proactively creating environments where employees can maintain stability and productivity even in uncertain times,” continued Matthews. "By sharing this data, we hope to spotlight areas where employers can take meaningful action by showing up with transparency, prioritizing flexibility, and committing to fair, ethical practices – especially when times are tough.”

To learn more about the survey and analysis, visit Remote's blog at https://remote.com/blog/us-workplace-pulse-survey.