Workers across the Central Valley are staying in their jobs at unusually high rates — not because they’re thrilled, but because uncertainty is making them cautious about making a move.
Staffing and recruiting firms in Fresno say 2025 ended with historically strong employee retention as workers chose stability over risk in a cooling job market.
That local trend mirrors national data from Eagle Hill Consulting, whose Employee Retention Index closed 2025 at 105.0, up sharply from 98.5 at the end of 2024, even after a slight dip in the fourth quarter.
Melissa Jezior, president and CEO of Virginia-based Eagle Hill Consulting, said many workers are entering 2026 in “job hugging” mode — clinging to the relative safety of their current positions rather than testing the market.
Sean Akin, vice president of branch operations at Fresno-based PrideStaff, said that dynamic is clearly playing out in the Central Valley.
“Employees began to view the job market as weak,” Akin said. “Most workers chose to stay put because the cost of leaving — loss of seniority, remote work perks or stable benefits — outweighed the potential gains of a new role in an uncertain economy.”
Akin said retention is expected to remain near historic highs through at least the first half of 2026.
But he and other workforce experts warn of a growing “retention trap,” where turnover is low but engagement is also slipping, with many employees staying because they feel they have to, not because they want to.
To combat “quiet quitting,” companies are increasingly turning to more targeted benefits instead of relying solely on pay increases. Those include lifestyle spending accounts that allow workers to spend benefit dollars on what matters most to them, from fitness to family care.
Akin said LinkedIn data shows employees who move internally within a company are far more likely to stay long term, underscoring the importance of clear career paths and internal mobility.
Different generations are also bringing different expectations into the workplace, he said.
Gen Z workers are the most likely to leave if they don’t see opportunities to build skills or if a company’s values don’t align with their own. Millennials are currently the most likely to stay, prioritizing stability while still expecting hybrid work options. Gen X workers often focus on work-life balance, while Baby Boomers tend to value traditional recognition and retirement security.
Kathy Bray, president of Fresno-based Denham Resources, said many local employers are working hard to hold on to workers after an uncertain year.
“Salary and benefits always matter, but company culture matters, too,” Bray said. “People like to work for companies that are known in the community for being good places to work and that give back.”
While remote work remains a priority for many younger workers, Bray said that trend has been less pronounced in the Central Valley, where leadership style and workplace culture still carry significant weight.
She said her firm expects hiring activity to begin picking up after the first quarter, even as retention remains high.