New research reveals that half of Kiwi workers don’t feel supported in their careers and with the economy bouncing back, many are seeking new opportunities.

Following research by Clarity Insights, career experts are warning companies that many employees may be considering new opportunities.

Career consultancy, amp’d reveals that nearly four in ten New Zealand employees feel a lack of clarity about their next steps career wise within their own organisation.

Amp’d says that this uncertainty will prompt thousands of workers to explore new roles in search for that professional growth.

In 2024, over 9500 public sector roles were cut from industries such as media, construction and healthcare.

But business confidence surveys are tracking the right direction and showing strong indications that the economy will become more stable in the coming year.

This will likely lead to an increase in job opportunities and Kiwi workers are ready to take advantage, says amp’d Co-founder Sharon Spence.

“In 2024, many employees felt the need to hunker down and stay put during the turbulent redundancy-heavy period. But as we move into 2025, the improving economy is giving them the confidence to begin to think about what’s next and explore new opportunities,” she says.

“Disengaged employees also have a major impact on productivity.”

Read more: What do workers want in 2025?

Current statistics show that the cost of a disengaged employee is 18% of an annual salary and can reduce team productivity by up to 34%.

“If employers care about productivity, they have to ensure that workers remain engaged in not only the roles they’re doing today, but also where those roles could lead them in the future,” adds Spence.

“Our new research shows that many employees simply don’t feel that their employers are doing enough in terms of career development.”

In times like this, most people would consider changing jobs for a promotion.

Amp’ds research reveals that one in five Kiwis see taking on a new role as the most significant driver of their career growth if companies don’t provide development pathways.

“Career development often takes a backseat to the daily demands of running a business,” says Spence.

“But neglecting this area has real consequences. Employees who feel undervalued or unsupported are far more likely to leave.

“With more jobs coming to market, workers will have a greater choice of prospective employers.”

In times like this, Spence says it is vital that New Zealand organisations review and consider how they might take a fresh approach to career development practices, as current practices are not delivering.