New national data reveals a critical disconnect between the input workers want and the say they actually have — and it’s affecting the talent you place.
Recent findings from The American Job Quality Study from Gallup show the majority of U.S. workers feel shut out of decisions that directly impact their daily work lives. Understanding these “voice gaps” isn’t just about workplace culture. It’s also about placement success, retention, and the quality of talent relationships you’re building.
Key insights from the report include:
- Most U.S. jobs fall short of quality standards: Only 40% of workers hold jobs that provide financial stability, respect, growth, voice, and control over their work.
- Financial insecurity is widespread: Nearly 30% of employees are struggling to get by, and half earn below 300% of the federal poverty level, a key driver of turnover and job dissatisfaction.
- Advancement opportunities are limited: One in four workers say their employer offers no path for promotion or skill development, with smaller firms and less-educated workers most affected.
- Access to training and mentorship boosts retention: Employees receiving job training or mentorship report significantly higher job satisfaction, a key factor staffing firms can influence.
- Scheduling instability is a major pain point: More than six in 10 of employees lack predictable schedules, and 54% work beyond planned hours, contributing to stress and burnout.
- Worker voice is missing: About seven in 10 feel excluded from pay decisions and 55% lack input on technology or process changes, leading to disengagement.
- Job quality inequities persist: Women, people of color, younger workers, and part-timers are far less likely to hold quality jobs.
- High-quality jobs drive better business outcomes: Employees in quality roles report far greater satisfaction, happiness, and health, translating to lower turnover and higher productivity.
Why it matters
With only 40% of U.S. workers in quality jobs, staffing agencies that help clients create better work experiences across all five dimensions of job quality (financial well-being, workplace culture, growth opportunities, voice, and work structure) will stand out.
- When half your candidate pool earns below basic financial security thresholds and 69% feel excluded from pay decisions, compensation transparency matters.
- When 62% lack predictable schedules, advance notice becomes a competitive advantage.
- When workers who receive training report significantly higher satisfaction, your role in facilitating development directly impacts retention.
The voice gap compounds all of these challenges. Workers who lack input on technology, working conditions, and compensation are less engaged and more likely to leave, even when other job aspects are adequate.
Strategic moves for staffing leaders
1. Redefine client conversations around quality
Move beyond fill rates and time-to-hire. Use the five dimensions of job quality — financial stability, workplace culture, growth opportunities, voice, and work structure — as a framework for educating clients about what drives retention and performance.
2. Address the controllable gaps
Focus on what your agency can directly influence:
- Facilitate access to training and mentorship programs.
- Build advance scheduling requirements into client agreements (minimum two weeks’ notice).
- Advocate for feedback channels that include contingent workers in workplace decisions.
3. Screen for job quality
Add these criteria to your client vetting:
- Does the role pay above $5,287.50/month for full-time work?
- Are there advancement paths for temporary staff?
- How far in advance are schedules provided?
- What input do workers have over their work and schedules?
4. Make the business case
Connect job quality to client outcomes:
- Predictable scheduling reduces callouts
- Training reduces errors
- Worker voice surfaces improvements
- Employees in quality jobs show far greater satisfaction and lower turnover
With 75% of workers reporting limited or no advancement opportunities at their current employer, particularly at smaller companies, staffing agencies can become the pathway to better opportunities. Position your agency as the solution that connects workers to roles offering not just employment, but career growth, financial stability, and meaningful voice.
For more insights on today’s job quality trends, see Gallup’s full report.
