General Overview Executive Summary
*Workforce mobility is a statewide concern. About 40% of employees report they would consider leaving Oklahoma for a new job, most frequently citing better career opportunities, advancement potential, and compensation elsewhere. This level of outward mobility risk suggests that retention challenges extend beyond individual employers and reflect broader perceptions about opportunity within the state. At the same time, employers continue to report difficulty filling specialized and professional roles, particularly in high-demand fields requiring advanced credentials (Employer Insights, 2025). This dynamic points to a structural talent alignment challenge: although population growth and domestic in-migration have expanded the overall labor pool, the incoming and existing workforce are not consistently aligned with industry-specific skill needs. Without stronger alignment between education pipelines, workforce training, and high-growth sectors, Oklahoma risks losing both current talent and future competitive advantage. Workforce Mobility and Talent Alignment Threaten Talent Retention
How likely are you to leave your current job?
Education and workforce pipeline trends highlight both challenges and opportunities. Oklahoma continues to rank near the bottom nationally in Pre-K–12 education, reflecting long-standing challenges in early academic preparation and college readiness. However, Oklahoma’s higher education system ranks mid-tier nationally, and enrollment trends at major public universities, including Oklahoma State University, the University of Oklahoma, and the University of Central Oklahoma, remain at record levels. This is possibly due to the influx of students from Texas. The state’s CareerTech system continues to play a critical role in workforce development. CareerTech’s expansion, along with growing university enrollment, represents a significant opportunity to strengthen Oklahoma’s talent pipeline. Education Challenges & Workforce Pipeline Opportunities
Key Findings Overall, the 2026 WorkTrends findings suggest Oklahoma’s workforce remains engaged and supported by strong institutional workforce assets, but faces increasing pressure related to stress, advancement opportunities, and career mobility. Compared with employer perspectives in 2025, employees report higher retention risk and greater concern about long-term career growth. Addressing these challenges will require strengthening K–12 preparation, expanding higher education and CareerTech pathways, aligning training with industry needs, and ensuring that job growth provides meaningful career advancement.
7
*This information is derived from multiple survey questions; the associated graph represents only one of those items.
Powered by FlippingBook