The experience of working in America during times of change

This period of rapid change is shaping the psychological experience of workers in the United States in complex ways, presenting both opportunities for growth and significant challenges that demand attention from organizations.

The 2025 Work in America Survey: The Experience of Working in America During Times of Change examines how workers report their employers are navigating these changes—technological, economic, and political—as well as the impact change is having on workers’ psychological and emotional well-being.

The Harris Poll conducted the survey online in the United States on behalf of APA from March 26–April 4, 2025, among more than 2,000 working adults.

The vast majority of workers reported that their employer experienced change in the past year, and for more than a quarter of these workers, the changes have been significant or transformative. A prevailing sense of optimism exists among many workers regarding these transformations, particularly among workers in upper management and those who feel their productivity has improved in the past year.

However, the survey also uncovered critical disparities and areas of concern. There was a significant perceptual gap between upper management and other workers. While leaders often viewed organizational changes and overall workplace experiences through a largely positive lens, frontline workers and individual contributors were frequently less optimistic. This misalignment underscores the critical need for transparent communication, empathetic leadership, and a commitment to gathering and acting on feedback from a diverse range of employees to ensure that strategic decisions truly reflect the entire workforce’s reality.

Further, the survey shines a necessary light on the disproportionate challenges faced by workers with disabilities. Despite broader societal shifts toward inclusivity, this demographic consistently reported higher levels of dissatisfaction and stress, and more experiences of discrimination, alongside a pervasive feeling of being unprepared for future changes. Addressing these systemic issues requires targeted interventions that emphasize fair treatment, meaningful inclusion and accessible support systems.

The well-being of the workforce remains paramount, with a strong desire among employees for organizations that genuinely value their mental and emotional health. However, the data signals a potential complacency in providing easily accessible mental health resources—a trend that could undermine employee well-being, particularly for those working in manual labor or customer-facing roles.

A key takeaway from this year’s survey is that working in one’s preferred environment can have a profound impact on workers. The survey data indicates that neither in-person nor remote nor hybrid work is an inherently better way to work. Rather, workers may see psychological benefits such as higher job satisfaction, improved mental health, and a stronger sense of purpose when their individual preferences and work arrangements align. Such findings suggest a crucial shift in organizational thinking: rather than dictating a singular “best” work model, the survey suggests that employers should strive for flexibility and personalization to optimize employee well-being and productivity.

In 2025, the imperative for employers in the United States that seek to improve psychological well-being in the workplace is clear: to move beyond simply reacting to change and instead proactively cultivate work environments that prioritize well-being, embrace flexibility, champion inclusivity, and foster genuine alignment between leadership and the workforce. By addressing these aims, organizations can not only navigate the current era of transformation but also unlock the full potential of their human capital, creating a more fulfilling and productive future for all workers in America.