A significant share of workers in Russia report dissatisfaction with their current employers. Recent findings show that roughly 77% are unhappy with the companies they work for, based on a collaboration between hh.ru, a leading recruitment platform, and Skypro, an online school focused on profitable professions. The study also reveals that about 36% of respondents would consider moving to a different field to improve their situation. These insights were summarized by socialbites.ca, capturing the survey results in plain terms.
Only a small portion, around 11%, feel that their current location and employer meet their expectations. A majority of employed respondents, 81%, anticipate changing jobs within the year, signaling a notable level of turnover in the Russian job market as workers seek better alignment with their goals and needs. This pattern points to a dynamic labor landscape where people are actively weighing fit, rewards, and growth potential.
When examining the reasons behind quitting, more than half of participants, about 66%, cite insufficient wages. Another 55% highlight a lack of growth and development opportunities in their current roles. A third, 34%, report tasks that fail to capture their interest, while 30% mention limited attention and support from managers and peers. Taken together, these factors illustrate a workplace climate where financial incentives and clear career progression are key drivers of turnover, with social support and engaging work also playing meaningful roles.
Turning to what workers value most in their roles, about half of respondents say the content and nature of the work itself is the most satisfying aspect. Nearly as many, 49%, point to a competitive salary as a strong motivator to stay. A solid majority, 48%, acknowledge the importance of comfortable working conditions. Other important factors include company stability (45%), effective management (44%), and engaging tasks (33%). These preferences reveal the tradeoffs workers are willing to make, balancing financial security with meaningful work and a supportive environment.
Two out of three participants express a desire to continue in their chosen field, signaling ongoing commitment to professional paths. Conversely, 36% express ambitions to switch to a different area. Within sectors of interest, information technology leads the list at 39%, followed by arts (17%), science, education, and marketing (15%), transportation and logistics (13%), and finance (12%). Sports remains the least popular at 4%. These shifts point to evolving industry demand and the appeal of fields that promise creativity, impact, and future opportunities.
These dynamics reflect broader labor market trends where job seekers weigh pay, career growth, job stability, and organizational culture. For employers across North America, including Canada and the United States, the takeaway is explicit: competitive compensation, clear pathways for advancement, engaging work, and strong managerial support are crucial for attracting and retaining talent. In a landscape where workers continually reassess alignment with long-term goals, organizations that actively invest in professional development, offer meaningful assignments, and cultivate supportive leadership are more likely to reduce turnover and build loyal, productive teams. The implications touch recruitment strategies, performance management, and workplace policies that prioritize sustainable career paths and a positive employee experience.