Most employees don’t want promotions in 2026 – they want less stress

Workers across the UK, Germany, France, Spain, and Italy have revealed their priorities for the year ahead. Instead of a jump up the corporate ladder, employees are aiming for sustainable careers, work-life balance, and emotional wellbeing.

In fact, while 53% want more money, making it the employees’ top priority – in part thanks to the ongoing cost of living crisis – only 9% said they want a promotion this year. 

What workers want

Data from the European Career Outlook 2026 report from MyPerfectCV revealed that, across five European countries, financial pressures are foremost in employees’ minds, with over half of respondents saying that higher pay would most improve their job satisfaction. 

However, in second and third place came the desire for less stress (37%) and a better work-life balance (34%). It seems that 2026 will not see a dramatic shift in what employees want. Predictably, while some businesses push RTO mandates and “hybrid creep”, employees are still putting benefits associated with flexible, hybrid, and remote working high on their wish lists. 

Interestingly, getting a promotion was the second-lowest ambition on the list, with more workers reporting that they had no goals than aiming for a promotion. 

What makes employees move jobs in 2026

The report also gave an insight into the number of employees who were considering a job move. It found that 22% were very likely to look for a new role, 25% were likely to, and 20% were somewhat likely to. This means that only one in three workers plans on staying put in 2026. 

A bigger salary topped the list of motivations for moving to a different job, but a better work-life balance was second, named by 38% of respondents. This made it a more significant motivation than career growth opportunities, more challenging work, and company culture and values. 

Respondents were also asked what would most improve their job satisfaction, and therefore make them less likely to look elsewhere. In an echo of the sentiments of the other questions, 52% said better pay, but flexible hours were second at 34%. Wellness support was listed by 20% of respondents, proving that wellbeing and mental health are important factors for many workers. 

Ambition redefined

The results serve as a lesson to business owners hoping to attract talent in 2026, especially for those in industries like hospitality, where this is currently proving problematic. As Jasmine Escalera, Career Expert at MyPerfectCV, told us: “The definition of career success has clearly shifted. Success was previously framed around promotions, titles, and climbing the ladder but that is no longer the default.”

She added: “The findings suggest workers are thinking more practically. Many are weighing quality of life and financial security alongside pay. They are asking whether a job will improve their day to day lives, not just how it will look on a CV.”

She added that the researchers expect to see workers’ priorities remain the same for the foreseeable future, but there might also be a spike in the number of people looking for side incomes and pursuing entrepreneurial activities. 

How should employers respond?

Businesses looking to keep their employees happy, or bring in new staff, need to make sure that the things that matter to their team – a competitive rate of pay, as well as flexibility and balance – are at the forefront of their offerings. 

Escalera explained: “Competitive pay remains essential. If compensation doesn’t meet expectations, other benefits are unlikely to compensate. Flexibility should be tangible rather than symbolic, with clear policies around remote work, hours, and autonomy.”

She adds that wellbeing support should be “practical, including reasonable workloads and access to mental health resources”, and that employees should also be able to see that there are development pathways open to them. 

The report’s findings suggest that those who are looking for new opportunities have very specific needs in mind. However, they also value stability, and will stay if a role offers the financial safety net and quality of life that they want.