In recent years, many professionals and managers have been highly cautious about changing jobs. In practice, even when they were dissatisfied with their careers, they often chose to wait out uncertain market conditions in their existing roles.
The latest survey by Hays Poland suggests, however, that this period may be coming to an end. A growing number of professionals appear ready to start planning concrete career moves.
Nearly three-quarters of professionals experience career stagnation at least occasionally. This may be a consequence of continued uncertainty in the labour market and employees postponing their career development until conditions become more favourable.
At the same time, more than half of professionals and managers say their career ambitions have increased recently. A prolonged lack of progress may therefore be strengthening employees’ motivation and aspirations.
Professionals have also not abandoned the hope of finding their ideal job in the near future. Most employees still believe that such an opportunity remains within reach.
“Market uncertainty and rapid technological change in recent years caused employees to approach job changes with greater caution, while employers launched recruitment processes much more carefully. The phenomenon of ‘job hugging’ became increasingly common, with employees holding on to their current positions even as their engagement declined,” says Iwona Sączawa, Director at Hays Poland.
“This meant that some employees remained with an organisation for years despite being dissatisfied, while gradually identifying less and less with their role,” she adds.
The latest data may indicate that this trend is beginning to reverse. Long-term disengagement, professional inertia and a growing sense of detachment from both work and the employer — a phenomenon known internationally as the “great detachment” — may eventually reach its limit.
Even when employees do not believe that labour market conditions are ideal, they may ultimately decide that remaining in an unsatisfactory role is no longer the safer or more attractive option.
Career stagnation is widespread
Interesting projects, professional challenges, development opportunities, autonomy and a thriving business environment all play an important role in shaping the careers of many professionals. In uncertain market conditions, however, such opportunities can become more difficult to find, creating the impression that professional life has come to a standstill.
According to the latest survey conducted by recruitment and HR consultancy Hays Poland in July 2026 among almost 600 professionals, as many as 73% of specialists and managers experience career stagnation at least occasionally.
Almost one in five respondents said they experience this feeling very often.
Do you ever feel that you are experiencing career stagnation?
17% — Very often
18% — Often
38% — Sometimes
18% — Rarely
9% — Very rarely
Source: Hays Poland survey, July 2026.
The findings suggest that relatively stable employee turnover does not necessarily indicate positive sentiment or a high level of wellbeing among staff.
“Low employee turnover is often not the result of strong job satisfaction, but rather a need for stability and a willingness to wait for a more favourable moment to change jobs,” says Sączawa.
“As a result, some professionals remain with organisations despite limited development opportunities, low motivation or even a sense that their potential is being underused. Over time, this may weaken both their engagement and creativity.”
Professionals’ career aspirations are rising
Prolonged job hugging and a persistent sense of career stagnation may also encourage employees to make substantial changes to their professional lives. Their ambitions may evolve as a result.
The responses collected in the Hays survey point to precisely such a trend. More than half of respondents said their career ambitions had increased recently.
A further 29% said labour market conditions had not affected their professional ambitions. This may be encouraging news for employers, as it suggests that most professionals have not abandoned their development goals despite difficult market conditions.
The caution displayed by some candidates in recent years may therefore gradually give way to a greater willingness to act. This could increase the number of available and motivated professionals with valuable skills.
How have your career ambitions changed in response to the current labour market situation?
25% — Increased significantly
27% — Increased
29% — Remained unchanged
10% — Decreased
9% — Decreased significantly
Source: Hays Poland survey, July 2026.
Professionals and managers remain hopeful about the future
Despite widespread feelings of career stagnation, many candidates continue to believe that they may soon find a job that better matches their ambitions and expectations.
The largest group of respondents, representing 34%, assessed the likelihood of finding such a role as moderate. An even larger proportion, 44%, considered the probability to be high. Pessimistic respondents formed the smallest group, accounting for 22%.
These differences are likely to reflect conditions within individual industries, respondents’ professional specialisations, their stage of career development and their personal ambitions.
“Greater readiness to act and moderate optimism among candidates may be driven not only by years of frustrating career stagnation, but also by the fact that professionals are learning how to operate more effectively in uncertain conditions,” says Sączawa.
“Many of them already understand that periods of limited career progress can be used to improve their skills, continue learning and gain a better understanding of the market. This may be exactly what some professionals have done. They may now be ready for a major and motivating career change and could soon begin participating in recruitment processes again.”
Even if only some candidates return to the market, employers will have an opportunity to recruit valuable and experienced professionals.
At the same time, it will serve as a warning that retaining key employees will require more than simply offering stable employment. Organisations may also need to provide meaningful development opportunities, engaging work, greater autonomy and a clear sense of professional progress.
